Create A Response By Using The Following Directions, Provide Three

The ADKAR model is a well-established and recognized outcome-oriented change management method that aims to reduce resistance to organizational change. Developed in the 1990s, the model is based on an analysis of successful and unsuccessful organizational changes. It provides a framework consisting of five project goals: awareness, desire, knowledge, ability, and reinforcement. By focusing on these goals, leaders and change management teams can effectively manage change and help individuals understand the need for it in their organization. The ADKAR model is a bottom-up approach, emphasizing the importance of addressing individual concerns and guiding them through the change process.

When applying the ADKAR methodology to a change within Becton Dickinson (BD), it is crucial to consider the specific elements of the model, including Knowledge, Ability, and Reinforcement. In doing so, it's essential to gauge the organization's preparedness and effectiveness in implementing change.

The skills and knowledge needed for the change at Becton Dickinson may involve understanding the new processes, technology, or regulatory requirements. Additionally, there may be a need for communication skills to effectively convey the purpose and benefits of the change to all stakeholders. Furthermore, leadership and project management skills may be necessary to guide teams through the transition period. Considering these requirements, an assessment of overall proficiency in each area should be conducted, categorizing them as low, medium, or high, while justifying the rating.

As for the reinforcement element, it's important to identify the support mechanisms needed. These could include training programs, continuous communication, incentives or recognition, and leadership commitment to sustaining the change. A thorough assessment of the adequacy of these reinforcements should be conducted, rating them on a scale of 1-5, with justification for each rating.

Upon completing the evaluations, generating an ADKAR profile graph based on the scores obtained will provide a visual representation of overall readiness for change. This graph will highlight areas that require immediate attention and prioritize the starting points for transitioning effectively. Any surprising elements in the ADKAR profile graph can then be analyzed to understand underlying causes and facilitate the change management process.


  1. Hiatt, Jeffrey M. "ADKAR: A model for change in business, government and our community." Prosci (2006).
  2. Prosci. (2023). "ADKAR: A Model for Change in Business, Government and Our Community." Prosci Inc.
  3. Hayes, James. "The Theory and Practice of Change Management." Palgrave Macmillan, 2014.
Using the ADKAR Change Management Model | LucidchartADKAR is a Change Management Model, Not a Methodology

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