Process DMAIC and ADKAR Change Management Methodologies

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The DMAIC (Define, Measure, Analyze, Improve, Control) process is a systematic, data-driven approach commonly used in Six Sigma initiatives to improve existing processes. On the other hand, the ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) Change Management Methodology focuses on guiding individuals through change at an organizational level, addressing the human side of change. While DMAIC targets process efficiency and effectiveness, ADKAR emphasizes the behavioral aspects to ensure successful change adoption within an organization.

Describing the Product: DMAIC & ADKAR Change Management Methodologies

Change management is the process of guiding teams and individuals through a transition, ensuring the need for change is addressed and executed effectively. The success of a change project often relies on a systematic approach. In the world of project and change management, various models guide these efforts. Two renowned methodologies in this spectrum are DMAIC and the ADKAR model.

DMAIC: A Six Sigma Approach to Process Improvement

DMAIC stands for Define, Measure, Analyze, Improve, and Control. This change management method is frequently employed in Six Sigma projects to enhance process efficiency.

  • Define: Recognize the change initiative and objectives.
  • Measure: Gather relevant data to understand the current state.
  • Analyze: Scrutinize the data to identify the root causes of issues.
  • Improve: Implement solutions that address the core problems.
  • Control: Ensure that the improvements are sustained over time.

Benefits: Provides a structured approach to problem-solving. It bridges the gap between project management and effective change management, ensuring every change is meticulously planned and executed.

ADKAR: A Model for Individual and Organizational Change Management

ADKAR is an acronym that stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. It is a change model that prioritizes the people side of change.

  • Awareness: Understand the reason and need for change.
  • Desire: Build a desire among stakeholders to support and participate in the change.
  • Knowledge: Equip individuals with the information and skills needed for the change.
  • Ability: Ensure individuals can implement the change at their respective levels.
  • Reinforcement: Solidify the change by collecting feedback throughout the process and addressing any gaps.

Benefits: It addresses both individual and organizational change management, offering a roadmap to ensure successful change management at every level.

Choosing the Right Change Management Model

While both DMAIC and ADKAR offer robust change management strategies, the choice between them often depends on the nature of the change management project.

  • Nature of Change: DMAIC is suitable for process-driven changes, while ADKAR addresses individual and organizational change.
  • Stakeholder Involvement: ADKAR emphasizes more on the emotional reactions to change, making it ideal for projects where the people behind the change play a crucial role.
  • Project Scope: For broader organizational change management models, integrating both could offer a comprehensive approach.

Change is often inevitable in a dynamic business environment. Using the right change management model, like DMAIC or ADKAR, can significantly influence the outcome of your change management plan. As change practitioners and change managers explore different change management models and methodologies, it’s crucial to align them with the unique requirements of the organization and the nature of change at hand. Successful change management requires not just the right strategy but also the dedication of the change leaders and teams driving change within an organization.


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