The Prosci ADKAR Model: Sparking Positive Change

Founded by former Bell Labs engineer Jeff Hiatt, Prosci fully integrates scientific and communication principles into its consultations to help organizations build effective change. Prosci’s internationally popular ADKAR model supports individual development to achieve one common vision across an organization.

One of my amazing coworkers introduced me to the ADKAR model during a marketing team meeting, and curiosity took the best of me. In full transparency, this is my first time researching ADKAR. I’m continually drawn to its concept that personal investments and collective trust ignite positive change. So without further ado, here are my key takeaways:

ADKAR focuses on the people to develop a healthy environment for behavioral, structural and skill improvements. In ADKAR’s acronym, each word represents a factor for effective change.

Throughout each step toward the desired transformation, results are scored on a scale of 1–5. Ratings of three or lower are labeled as barrier points, or areas of reevaluation. These continuous updates help an accountable person truly understand the effectiveness of his or her actions.

Three truths about change:

  • It is the person, not the organization, who changes.
  • Success occurs when individual changes match the organizational changes.
  • An outcome-oriented view makes successful change less fuzzy.

Why use the ADKAR model?

  • It makes sense of change.
  • It enables managers.
  • It diagnoses gaps.
  • It assists in developing corrective actions.
  • It guides change management work.
  • It measures progress.

Bonus: How many times did I use the word “change” in this blog post?

Answer: 23. Wowser.

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