1. ADKAR is useful for individual change management between supervisor and employees. Awareness Desire Knowledge Ability Reinforcement

2. ADKAR is based on basic human truths that are present even in the absence of change. Awareness of surroundings and self. The need to have control over our life. A quest for growth and knowledge. A hope to make a meaningful contribution. The need to be recognized and appreciated. ADKAR

3. – Awareness of the need for change (why). – Desire to support and participate in the change (our choice). – Knowledge about how to change (the learning process). – Ability to implement the change (turning knowledge into action). – Reinforcement to sustain the change (celebrating success).

4. The ADKAR Model Awareness of the need for change. The nature of the change. Why is the change happening? What is the risk of not changing?

5. The ADKAR Model Desire to support the change. Personal motivation to support the change. Organizational drivers to support the change.

6. The ADKAR Model Knowledge on how to change. Understanding how to change. The details of what to do.

7. The ADKAR Model Ability to implement new skills. Demonstrated ability to implement the change.

8. The ADKAR Model Reinforcement to sustain the change. Recognition, rewards, incentives, realized benefits.