Knowing that you need to change is the first step. The next step? Making it happen with an easy-to-use strategic planning template from FigJam.
Consider a product or process in terms of Awareness, Desire, Knowledge, Action, and Reinforcement to inspire a fresh start for your org or team.
Say yes to a simple, effective model for introducing organizational change—big or small.
Rely on a working framework: Adopt a tried-and-true approach to change founded on five simple pillars to help you implement new ideas effectively.
Embrace the versatility: Apply the ADKAR model to a wide range of routine changes, including adjusting a business model, removing outdated procedures, and adopting new software.
Focus on the outcome: Create an objective standard for positive change so you can easily compare results before and after.
Change can be challenging—but not when everyone chips in. Support your favorite strategies for growth with a Simple Vote, throw bold ideas into the fold with Anonymous Thoughts, and take the temperature of the room with our Alignment Scale. FigJam’s shared workspaces make it easy to tackle responsibilities collectively.
Work out the intricacies of change with our ADKAR templates. Then, smooth out your next steps with more planning examples from the Community.
Inspire change on an individual level and help your team members grow professional skills.
Set big-picture goals for the next quarter before deciding on concrete steps.
Pin up all the key details of your next plan with our strategy templates.
The ADKAR model of change is a powerful framework for implementing change used in organizations of all stripes, including businesses, classrooms, community groups, and more.
Named for the acronym of its five guiding pillars—Awareness, Desire, Knowledge, Action, and Reinforcement—the ADKAR process begins by motivating team members to identify what changes need to be made and then encourages them to see those changes through.
Each letter in the ADKAR change model acronym represents one element, or step, in the five-step process of implementing effective change. These elements include:
Awareness – Why change now? During the Awareness phase of the ADKAR exercise, the group builds understanding around why it’s necessary to mix things up.
Desire – What’s driving us to make this change happen? The Desire pillar aims to amp up the motivation for change-making, often by creating various stakeholder incentives and benefits.
Knowledge – What does making this change look like? Here, the group discusses how the change process looks, covering shifts in roles and responsibilities, increased educational needs, and more.
Action – Who’s doing what? The Action element means concrete action—the team unpacks the necessary steps for change and agrees on an implementation timeline.
Reinforcement – What changes would we make next time? In the final stage of the ADKAR process, the group reflects on how the change process went and suggests ideas for continuing the momentum into the future.
The ADKAR model for change helps to limit resistance to new ideas by encouraging group reflection on why change is needed and who it can help. It’s also an outcome-oriented process, providing objective benchmarks to determine whether your team has reached the goal.
Ready to apply the model to your own organization? Change the game with our collaborative ADKAR change management plan template.
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