ADKAR Change Model

Why This Slide Is Useful

This slide is useful because it simplifies a proven change management framework into a visually digestible format. The ADKAR model, developed by Prosci, breaks down the process of change into five sequential components. This structure helps leaders diagnose resistance, design targeted interventions, and align team behavior with strategic initiatives.

For executive audiences—particularly COOs, CHROs, and transformation leaders—this model enables clarity during complex organizational shifts. It demystifies change as a human-centric process and offers a repeatable blueprint. Each element is a checkpoint that must be achieved for change to stick, making it valuable for initiatives like digital transformation, post-merger integration, or cultural re-alignment.

For consultants and PE operators, this slide serves as a quick diagnostic tool. It frames where a client organization sits along the change maturity curve. If “Desire” is lacking, it indicates a need for stakeholder engagement. If “Knowledge” or “Ability” is weak, that flags capability gaps that must be addressed through training or upskilling.

The slide’s layout also supports stakeholder communication. Because each element is color-coded and icon-supported, it is easily inserted into board decks or all-hands presentations. This promotes consistency across strategy, HR, and operations functions—preventing fragmentation in how change is rolled out.

The inclusion of all five dimensions reinforces the idea that sustainable change is not linear. For example, achieving “Ability” before securing “Desire” often leads to failure. This slide provides a structured lens for sequencing interventions and allocating resources more effectively.

How This Slide Is Used

This slide is typically used in strategic planning workshops, transformation roadmaps, or organizational change readiness assessments. Change leaders rely on it to anchor conversations with department heads or project teams about where resistance may occur and what steps are needed next.

In management consulting, this slide is often customized by color-coding progress per function or team. For instance, an organization may have achieved “Awareness” and “Desire” at the leadership level but lag in “Ability” within frontline operations. This visual differentiation helps drive action planning.

In investor-facing contexts—such as post-acquisition 100-day plans—PE-backed portfolio companies use the ADKAR model to frame change communication strategies. It helps set expectations with boards and LPs by demonstrating a structured change enablement plan tied to value creation levers.

In HR or L&D departments, this model is operationalized through training journeys. Each phase of ADKAR aligns with specific interventions—like town halls for “Awareness,” incentives for “Desire,” training modules for “Knowledge,” mentoring for “Ability,” and KPIs for “Reinforcement.”

Some organizations integrate this slide into enterprise PMO dashboards to track progress against transformation milestones. Each letter in ADKAR becomes a stage-gate metric, helping PMOs and steering committees flag lagging business units or under-supported initiatives early.

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