ADKAR Slides Powerpoint Template
ADKAR Slides Powerpoint Template
ADKAR Slides Powerpoint Template
A D K A R
AWARENESS DESIRE KNOWLEDGE ABILITY REINFORCEMENT
It’s important to realize Understanding that there’s There’s no point in trying Knowing how to do During this stage, you
that by implementing a need for change and to implement change something doesn’t should also be on the
change, you require wanting change to happen unless the people whose necessarily mean that you lookout for areas where
employees to step outside are two different things. jobs are changing know can do it in practice. the new process isn’t
of their comfort zone. When people honestly how to get things done. Here’s a simple example. serving you or is
They aren’t going to do so want to see positive Getting through this step When you were a kid, you demotivating your staff.
willingly unless you can. change, they’ll go. could be as simple as. knew that to ride a. For instance, if you’ve.
A D K A R
AWARENESS DESIRE KNOWLEDGE ABILITY REINFORCEMENT
It’s important to realize Understanding that there’s There’s no point in trying Knowing how to do During this stage, you
that by implementing a need for change and to implement change something doesn’t should also be on the
change, you require wanting change to happen unless the people whose necessarily mean that you lookout for areas where
employees to step outside are two different things. jobs are changing know can do it in practice. the new process isn’t
of their comfort zone. When people honestly how to get things done. Here’s a simple example. serving you or is
They aren’t going to do so want to see positive Getting through this step When you were a kid, you demotivating your staff.
willingly unless you can. change, they’ll go. could be as simple as. knew that to ride a. For instance, if you’ve.
REINFORCEMENT
ABILITY
KNOWLEDGE
DESIRE
AWARENESS During this stage, you
When you implement a should also be on the
There’s no point in trying new process, you don’t lookout for areas where
To instill a desire for to implement change want to risk any “oops” the new process isn’t
To create awareness of change, people need to unless the people whose moments. Hands-on serving you or is
the need for change, you know why it’s good jobs are changing know training is the best demotivating your staff.
need everybody who is for them. For example, how to get things done. training, and once people For instance, if you’ve
affected by it to be aware they might not care that Getting through this step have demonstrated their overestimated a person or
of the issues that the business’s profits are could be as simple as ability, you can be department’s capacity
triggered the initiative. low. But they will care if showing them how you reasonably confident that and there’s a bottleneck
That might mean sharing they know that low want them to work from there won’t be any costly in the process, people will
some uncomfortable profitability may lead to now on and where they errors later on. feel overworked and
truths, but if people don’t the business freezing fit into the process flow.
stressed out.
understand the problem wage increases, having to However, people might
with the old way of implement layoffs, or also need training.
working. even closing down.
ADKAR INFOGRAPHIC 4
To create awareness of the need for change, you need everybody who is
AWARENESS affected by it to be aware of the issues that triggered the initiative. That
might mean sharing some uncomfortable truths, but if people don’t.
To create awareness of the need for change, you need everybody who is
DESIRE affected by it to be aware of the issues that triggered the initiative. That
might mean sharing some uncomfortable truths, but if people don’t.
To create awareness of the need for change, you need everybody who is
KNOWLEDGE affected by it to be aware of the issues that triggered the initiative. That
might mean sharing some uncomfortable truths, but if people don’t.
To create awareness of the need for change, you need everybody who is
ABILITY affected by it to be aware of the issues that triggered the initiative. That
might mean sharing some uncomfortable truths, but if people don’t.
To create awareness of the need for change, you need everybody who is
REINFORCEMENT affected by it to be aware of the issues that triggered the initiative. That
might mean sharing some uncomfortable truths, but if people don’t.
ADKAR INFOGRAPHIC 6
A D K A R
To create awareness of the To create awareness of the To create awareness of the
need for change, you need need for change, you need need for change, you need
everybody who is affected by everybody who is affected by everybody who is affected by
ADKAR INFOGRAPHIC 7
CURRENT
A AWARENESS: OF THE NEED FOR
CHANGE
A ABILITY: TO DEMONSTRATE
SKILLS AND BEHAVIORS
FUTURE
R REINFORCEMENT: TO MAKE
CHANGES STICK
ADKAR INFOGRAPHIC 8
A
It’s important to realize
D
Understanding that there’s
K
There’s no point in trying
A
Knowing how to do
R
During this stage, you
that by implementing a need for change and to implement change something doesn’t should also be on the
change, you require wanting change to happen unless the people whose necessarily mean that you lookout for areas where
employees to step outside are two different things. jobs are changing know can do it in practice. the new process isn’t
of their comfort zone. When people honestly how to get things done. Here’s a simple example. serving you or is
They aren’t going to do so want to see positive Getting through this step When you were a kid, you demotivating your staff.
willingly unless you can. change, they’ll go. could be as simple as. knew that to ride a. For instance, if you’ve.
It’s important to realize that by There’s no point in trying to During this stage, you should also
implementing change, you require implement change unless the be on the lookout for areas where
employees to step outside of their people whose jobs are changing the new process isn’t serving you
comfort zone. They aren’t going to know how to get things done. or is demotivating your staff. For
do so willingly unless you can. Getting through this step could be. instance, if you’ve overestimated.
DESIRE ABILITY
DESIRE ABILITY
Understanding that there’s a need Knowing how to do something
for change and wanting change to doesn’t necessarily mean that you
happen are two different things. can do it in practice. Here’s a
When people honestly want to see simple example. When you were a
positive change, they’ll go. kid, you knew that to ride a a.
ADKAR INFOGRAPHIC 13
AWARENESS 50%
DESIRE 65%
KNOWLEDGE 90%
ABILITY 75%
REINFORCEMENT 40%
ADKAR INFOGRAPHIC 14
A
implementing change, you require.
D
change and wanting change to happen.
K
change unless the people whose jobs.
A
necessarily mean that you can do it.
R
the lookout for areas where the new.
ADKAR INFOGRAPHIC 15
A D K A R
It’s important to realize Understanding that there’s There’s no point in trying Knowing how to do During this stage, you
that by implementing a need for change and to implement change something doesn’t should also be on the
change, you require wanting change to happen unless the people whose necessarily mean that you lookout for areas where
employees to step outside are two different things. jobs are changing know can do it in practice. Here’s the new process isn’t
of their comfort zone. They When people honestly how to get things done. a simple example. When serving you or is
aren’t going to do so want to see positive Getting through this step you were a kid, you knew demotivating your staff.
willingly unless you can. change, they’ll go. could be. that to ride a a. For instance, if you’ve.
ADKAR INFOGRAPHIC 16
D A
A K R
It’s important to realize Understanding that there’s There’s no point in trying Knowing how to do During this stage, you
that by implementing a need for change and to implement change something doesn’t should also be on the
change, you require wanting change to happen unless the people whose necessarily mean that you lookout for areas where
employees to step outside are two different things. jobs are changing know can do it in practice. Here’s the new process isn’t
of their comfort zone. They When people honestly how to get things done. a simple example. When serving you or is
aren’t going to do so want to see positive Getting through this step you were a kid, you knew demotivating your staff.
willingly unless you can. change, they’ll go. could be. that to ride a a. For instance, if you’ve.
ADKAR INFOGRAPHIC 17
It’s important to realize that by implementing change, you require employees to step
AWARENESS
outside of their comfort zone. They aren’t going to do so willingly unless you can.
Understanding that there’s a need for change and wanting change to happen are two
DESIRE
different things. When people honestly want to see positive change, they’ll go.
There’s no point in trying to implement change unless the people whose jobs are
KNOWLEDGE
changing know how to get things done. Getting through this step could be.
Knowing how to do something doesn’t necessarily mean that you can do it in practice.
ABILITY
Here’s a simple example. When you were a kid, you knew that ride a bicycle.
During this stage, you should also be on the lookout for areas where the new process
REINFORCEMENT
isn’t serving you or is demotivating your staff. For instance, if you’ve overestimated
ADKAR INFOGRAPHIC 19
D A
It’s important to realize It’s important to realize
A K R
that by implementing that by implementing
change, you require change, you require
employees to step outside employees to step outside
of their comfort zone. They of their comfort zone. They
aren’t going to do so aren’t going to do so
willingly unless you can. willingly unless you can.