There are many models of change. Most are useful in some way, but too often leaders are left with a long list of frameworks without clarity on how to actually use them in practice. For this learning journey we focus on two simple framwworks that I’ve seen support leaders who are trying their best to help their people contend with change: ADKAR and CLARC. One helps you diagnose where your team may be struggling. The other gives you clear behaviours to put into action.
ADKAR is a model developed by Prosci that breaks down change into five building blocks: Awareness, Desire, Knowledge, Ability and Reinforcement. Think of it as a diagnostic tool. It does not tell you how people should feel. Instead, it helps you pinpoint what might be missing.
When one of these is absent, progress slows. For example, think about Jamie in your team. She’s asking “What does this really mean?” which suggests a lack of awareness. Lina may be present but disengaged, showing low desire. Sam may start guessing what is expected, which points to a knowledge gap. Zak may understand but lack the confidence to apply what he’s learned, signalling an ability issue. And, if a team falls back into old ways, it is often because reinforcement has not been strong enough.
The value of ADKAR is that it shifts the leader’s mindset from judging resistance to understanding it (and planning to move through it). Instead of seeing reluctance as a problem, you can ask: which of these five elements might be missing, and how do I help my team overcome that barrier?
If ADKAR is about diagnosis…CLARC is about action. It identifies five roles leaders need to play when guiding people through change: Communicator, Liaison, Advocate, Resistance Manager and Coach.
These behaviours give people clarity, they show that their voices are heard, and they help to turn initial reluctance into lasting commitment.