About this session
Organizations frequently invest heavily in the technical side of change while assuming that communication and training will automatically produce adoption.
A new system may be ready, the process may have been redesigned and the launch date may be fixed — yet employees can still be unclear about why the change matters, unwilling to support it, unsure what to do, unable to perform effectively or likely to return to the old way of working.
ADKAR provides a practical lens for diagnosing those different adoption barriers. Awareness asks whether people understand why the change is needed.
Desire examines willingness to participate and support it. Knowledge addresses what people need to know.
Ability focuses on whether they can perform the new behavior in practice. Reinforcement helps the new way of working continue after the initial implementation period.
Participants learn to assess where change is getting stuck rather than responding to every adoption problem with more communication or more training. They connect each ADKAR element with appropriate interventions, manager actions, learning, practice, feedback and reinforcement.
The objective is not to push everyone through change identically. It is to understand what different people or populations need in order to move from awareness of a change to sustained adoption.
What your people take away
- Understand the five ADKAR elements and how they contribute to individual change adoption
- Diagnose whether an adoption problem reflects Awareness, Desire, Knowledge, Ability or Reinforcement
- Choose change interventions according to the barrier rather than applying generic communication or training
- Help managers support employees through different stages of adoption
- Translate knowledge into workplace ability through practice, feedback and appropriate support
- Measure adoption and reinforce the behaviors required for change to become sustainable
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What each length covers
30 minutes
30 Minutes — Key Points: The five ADKAR elementsA focused 30-minute session on three key points from The five ADKAR elements: awareness, desire and knowledge.
- Awareness
- Desire
- Knowledge
Covers 3 of 5 points in The five ADKAR elements.
60 minutes
60 Minutes — Understand ADKAR & Identify the Adoption BarrierA focused introduction to Awareness, Desire, Knowledge, Ability and Reinforcement. Participants learn what each element represents, distinguish different adoption barriers and use ADKAR to diagnose a real or realistic change scenario.
- ADKAR at a glance
- Individual change and organizational adoption
- Awareness vs. Desire
- Knowledge vs. Ability
- Reinforcement
- ADKAR Barrier Diagnostic
- Live Q&A
Covers 1 of 4 parts: The five ADKAR elements.
90 minutes
90 Minutes — Diagnose Change Adoption & Build the ResponseThe extended session takes participants through all five ADKAR elements and connects each adoption barrier with appropriate communication, manager support, learning, practice and reinforcement interventions.
- Change definition
- Awareness diagnosis
- Desire and resistance
- Knowledge requirements
- Ability and workplace application
- Reinforcement
- Manager support
- ADKAR Change Adoption Plan
- Live Q&A
Covers 2 of 4 parts: The five ADKAR elements and Apply ADKAR to Real Change.
3 hours
3 Hours — ADKAR in PracticeBuilds on the 90-minute session, with more time to apply ADKAR to a real or realistic workplace case and to explore the thinking behind it.
- The five ADKAR elements
- Apply ADKAR to Real Change
- The Thinking Behind ADKAR
- Applied workplace case
- Live Q&A
Covers 3 of 4 parts: The five ADKAR elements, Apply ADKAR to Real Change and The Thinking Behind ADKAR.
Full day
Full Day — ADKAR Change Adoption LabA practical full-day workshop in which participants take a realistic or current change initiative through the complete ADKAR model, diagnose adoption barriers across stakeholder groups and build targeted interventions, manager actions, learning and reinforcement plans.
- Change Adoption Challenge
- ADKAR Framework at a Glance
- Stakeholder & Population Mapping
- Awareness Diagnostic
- Desire & Resistance Analysis
- Knowledge Requirement Mapping
- Ability Gap Analysis
- Reinforcement Planning
- Manager Change-Support Practice
- ADKAR Barrier Prioritization
- Change Adoption Action Plan
- 90-Day Adoption Roadmap
- Live Q&A
Covers all 4 parts.
Also available as a 4-week or 8-week program, for change that lasts. Ask us about it.
What’s covered
The five ADKAR elements
Every length- AwarenessUnderstand why the change is needed and what happens if nothing changes.
- DesireBuild willingness to participate in and support the change.
- KnowledgeUnderstand what people need to know in order to change successfully.
- AbilityTranslate knowledge into successful performance in the real work environment.
- ReinforcementHelp the new behavior continue until it becomes the normal way of working.
Apply ADKAR to Real Change
90 minutes and longer- Define the ChangeClarify what people are being asked to do differently, why it matters and which populations are affected.
- Diagnose the ADKAR BarrierIdentify whether Awareness, Desire, Knowledge, Ability or Reinforcement is currently limiting adoption.
- Target the SupportChoose communication, leadership, learning, coaching, resources or other interventions according to the diagnosed barrier.
- Enable Workplace AdoptionCreate the practice, feedback, manager support and working conditions required for people to perform successfully.
- Reinforce & SustainMeasure adoption, respond to drift and align recognition, accountability and systems with the new way of working.
The Thinking Behind ADKAR
3 hours and longer- Organizations Change Through PeopleA system, structure or process may be technically ready, but organizational benefits depend on the people affected adopting the behaviors required by the future state.
- Different Barriers Need Different ResponsesLack of Awareness needs a different intervention from low Desire, insufficient Knowledge, limited Ability or weak Reinforcement.
- Understanding Is Not the Same as CommitmentPeople can fully understand the business case for change while still having legitimate personal, operational or professional reasons for not wanting to support it.
- Training Is Not the Same as AbilityLearning provides knowledge. Ability emerges when employees can practice, receive feedback, overcome workplace barriers and perform the new behavior under real conditions.
Common ADKAR Failure Modes
Full day only- Communication = AwarenessSending an announcement does not prove employees understand the reason for change, the implications or what the organization is asking them to do differently.
- Awareness = DesireUnderstanding the business case does not automatically create willingness to participate.
- Training Before the Barrier Is ReadyDelivering extensive learning while people still lack Awareness or Desire can create attendance without genuine adoption.
- Knowledge = AbilityEmployees can complete training successfully and still struggle to perform when real systems, customers, time pressure or complex cases are introduced.
Tools and materials
- ADKAR Barrier Diagnostic
- Change Definition Canvas
- Awareness Gap Map
- Desire & Resistance Map
- Stakeholder Impact Analysis
- Knowledge Requirement Map
- Ability Gap Diagnostic
- Manager ADKAR Conversation Guide
- Reinforcement Plan
- Change Adoption Operating Playbook
Who it’s for
- Managers leading teams through new systems, processes or ways of working
- HR, People and Change teams supporting organizational transformation
- Project and transformation leaders responsible for business adoption
- L&D, communications and implementation partners designing change support
How booking works
- Book online. Create a free Workbliss profile, then pay with session credits, by card or by invoice.
- Pick a date. Choose a date at least 14 days ahead, or book now and set the date later.
- Choose your expert. Within 3 working days, we send you profiles of the experts available for your date.
- We deliver it. Your expert is briefed on your people and goals, then runs the session live online or at your site.
Questions about ADKAR Model for Change Management
How long is ADKAR Model for Change Management?
ADKAR Model for Change Management runs as 30 minutes, 60 minutes, 90 minutes, 3 hours or full day. You choose the length when you book. A 30-minute session covers three key points from The five ADKAR elements: awareness, desire and knowledge. A 60-minute session covers The five ADKAR elements in full, with a live Q&A. A 90-minute session adds Apply ADKAR to Real Change. A 3-hour session adds The Thinking Behind ADKAR. A full-day session adds Common ADKAR Failure Modes. It is also available as a 4-week or 8-week program.
Can ADKAR Model for Change Management be delivered online or in person?
Yes, both. It runs live online, so every office can join at the same time, or in person at your site, in any country.
How do we book ADKAR Model for Change Management?
Create a free Workbliss profile with your work email, then open ADKAR Model for Change Management to see the price for each length and book it. You can pay with session credits, by card or by invoice, and choose a date at least 14 days ahead, or set it later.
Who leads the session?
A vetted Workbliss expert, briefed on your people, culture and goals before the session. After you book, we send you profiles of the experts available for your date within 3 working days, so you can choose who leads it.
Can it be tailored to our company?
Yes. Every session is shaped around your goals, your people and the benefits you already offer, and delivered by experts in your people’s languages.