ADKAR Model Stage 4: Ability – “Can I Do This Daily?”
Critical Gap: Knowing ≠ doing.
How to Bridge It:
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Phased rollouts: Test changes in one department first.
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Feedback loops: Weekly check-ins to troubleshoot.
Example:
A Spanish telecom giant introduced agile methodologies. After training, teams:
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Ran 2-week sprints with Scrum coaches.
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Used retrospectives to adjust processes.
Prosci ADKAR Stage 5: Reinforcement – “Will This Stick?”
Shocking Stat: 50% revert to old habits without reinforcement (Prosci).
Tactics That Work:
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Public recognition: “Change MVP” awards.
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Metrics: Tie KPIs to adoption (e.g., “85% of invoices in new system by Q3”).
Real-World Win:
A Dutch logistics firm reinforced a route-optimization tool by:
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Publishing monthly savings reports ($200K fuel savings = pizza parties).
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Having CEOs personally thank top adopters.
2. ADKAR Model in Action: How a European Retail Chain Achieved 89% Adoption
Challenge: A 200-store chain struggled to implement a new inventory system. Pre-ADKAR, adoption was 42% after 1 year.
ADKAR Solution:
| Stage | Action | Result |
|---|---|---|
| Awareness | Showed store managers data: *“Out-of-stocks cost €1.2M/year.”* | 73% understood the need |
| Desire | Offered bonuses for hitting early adoption targets | Buy-in rose to 68% |
| Knowledge | AR app let staff scan items to learn the system | Training time dropped 40% |
| Ability | “Super Users” provided on-floor support | Errors fell by 62% |
| Reinforcement | Linked promotions to system mastery | 89% adoption at 6 months |
3. Top 3 ADKAR model Mistakes (And How to Fix Them)
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Skipping Desire
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✖️ Rolling out training before employees care.
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✔️ Fix: Use surveys to identify fears (“What worries you about this change?”).
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Assuming Training = Ability
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✖️ One-and-done workshops.
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✔️ Fix: Shadowing programs + 30/60/90-day check-ins.
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Neglecting Reinforcement
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✖️ Declaring victory at launch.
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✔️ Fix: Build reinforcement into performance reviews.
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4. How ADKAR model Compares to Other Models
| Model | Best For | ADKAR’s Edge |
|---|---|---|
| Kotter’s 8-Step | Large-scale transformations | ADKAR excels at individual readiness |
| Lewin’s (Unfreeze-Change-Refreeze) | Simple changes | ADKAR provides detailed steps |
| Bridges’ Transition Model | Emotional/cultural shifts | ADKAR is more action-oriented |
Verbatim from a Prosci Certified Partner:
“ADKAR is our go-to for tech implementations. Kotter sets the vision, but ADKAR ensures Joe in Accounting actually uses the new software.”
Conclusion: Your Prosci ADKAR Cheat Sheet
Change isn’t about systems—it’s about people. Prosci ADKAR works because it:
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Starts with why (Awareness)
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Makes change personal (Desire)
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Provides hands-on tools (Knowledge/Ability)
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Locks in results (Reinforcement)
Ready to start?
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Download our Free ADKAR Template
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ADKAR Model Template
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