By Lisa Rios MA, CEO at The LDI Group
I’ll never forget the day I was diagnosed with a brain tumor. I was sitting across from my doctor, reviewing my brain scans. In disbelief, I challenged him and said, “How do I know this is really my brain? How do I know these scans aren’t someone else’s?”
That moment—raw, uncertain, and deeply personal—marked the beginning of a profound change in my life. It was terrifying. Everything familiar was suddenly up for question. I realized then that adapting to change isn’t just a process—it’s an act of courage. We don’t resist change because we’re lazy; we resist it because of what it might cost us. Loss. Control. Identity.
I faced major surgery, and with it, the uncertainty of recovery. But I also had responsibilities—as an entrepreneur, as a leader, and to the people who depended on me. So I made a conscious choice: I would not fight the change, but work with it. I would move through the change curve—shock, resistance, exploration, and finally, acceptance—at a pace that was healthy for me and those around me.
This experience changed how I approach transformation, not just in my life, but also in business. Because here’s the truth: organizations go through similar change cycles. But unlike a personal journey, organizational change affects many people—and without the right tools and mindset, it can fall apart fast.
What is the ADKAR Model?
One of the most effective frameworks I’ve found for navigating organizational change is the ADKAR model developed by Prosci founder Jeff Hiatt in 1998, a global leader in change management research. What makes ADKAR unique is that it treats change as a human experience—one person at a time.
ADKAR is an acronym for five key outcomes every individual must achieve for successful change:
- A – Awareness: Why is this change needed? Communicating the “why” clearly helps employees understand the risks of not changing and the vision ahead.
- D – Desire: Do I want to engage with this change? Desire stems from personal motivation, culture, and leadership influence—it can’t be forced.
- K – Knowledge: What do I need to know to change? Training, education, and information transfer are critical.
- A – Ability: Can I apply what I’ve learned? Ability comes from practice, coaching, and hands-on experience.
- R – Reinforcement: What will help me sustain this change? Recognition, accountability, and culture keep the momentum alive.
The Benefits of Using ADKAR in Organizations
- Higher Success Rates – ADKAR focuses on the individual journey, reducing resistance and boosting engagement.
- Precision Problem-Solving – It helps pinpoint where change is stuck, enabling targeted solutions.
- Faster Adoption, Less Resistance – Support at each stage moves people from resistance to acceptance.
- Empowered Teams – Individuals take ownership of change when they feel supported.
- Smarter Communication – Specific messaging for each stage replaces generic communication.
- Measurable Progress – Real-time tracking of human readiness, not just project milestones.
“Change is non-negotiable. But growth through change? That’s intentional.”
The ADKAR model empowers organizations to stop managing change at the surface and start leading it at the individual level. When people feel seen, supported, and equipped, they don’t just adapt—they evolve.
Ready to turn change into transformation? Learn how The LDI Group can help you navigate change through our transformative LDI LAB™ program – equipping leaders and team to lead change with confidence, clarity and compassion.
Why Choose the LDI Group?
- Change-Driven Facilitation: Our Coaches and Facilitators customize every session to reflect your unique business landscape—helping you navigate change with clarity and confidence.
- Insight for Evolving Industries: We pair you with coaches who not only understand your sector but bring deep experience to guide transformation from within.
- Agile Tools for Real-World Shifts: Our flexible, future-ready methods empower teams to respond to change and lead it.
Your Success, Our Commitment
- Cultivate Future-Ready Leaders: Equip your next generation of leaders to drive alignment, own outcomes, and lead through complexity.
- Build for What’s Next: Lay the groundwork for continuous growth, strategic resilience, and lasting impact in a changing world.
For more information, reach out to:
Don Mitchell dmitchell@theldigroup.com or growth@theldigroup.com
Visit: www.theldigroup.com
Direct: 951.756.3479 or 888.480.7534