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Let’s Talk Change: ADKAR vs. Kotter’s 8 Steps – Which One’s Your Bestie?

Alright, team, let’s get something straight—change is coming, whether we like it or not. But instead of freaking out or hiding under your desk with a double espresso (we’ve all been there), it’s time to talk strategy. That’s right—there are actual methods to this madness. Two of my favorites? The ADKAR model and Kotter’s 8-Step Process. To be clear these aren’t the only frameworks, but let me tell you, if you’re not using some framework to manage change, you’re basically showing up to a medieval battle with a pool noodle.

So, grab your coffee (or chai latte if you’re fancy like that), and let’s break down these two change management methods. First, let’s start with ADKAR

ADKAR: The 5-Step Glow-Up for Your Change Game

ADKAR is basically the glow-up plan your team didn’t know they needed. It stands for Awareness, Desire, Knowledge, Ability, and Reinforcement—think of it like a five-step makeover, but for organizational change.

A: Awareness

• Step one, is making sure people know why the change is happening. No one’s going to follow you if they don’t understand the ‘why.’ It’s like trying to convince your team to wear neon jumpsuits without explaining that it’s an 80s-themed party. Cue confusion and eye rolls.

D: Desire

• Now that they know about the change, they’ve gotta want it. You can’t just mandate it from the top and expect everyone to jump on board like it’s a Black Friday sale. You need to tap into what makes your team tick. Are they motivated by growth, recognition, or maybe just less paperwork? Speak their language, and watch the magic happen.

K: Knowledge

• Here’s where we break it down. You can’t just throw people into the deep end and hope they swim. They need the tools and info to succeed. It’s like teaching someone to cook by handing them ingredients without the recipe—unless you’re a Michelin-star chef, that kitchen’s gonna be a disaster. So, give your team the training and support they need.

A: Ability

• Now, it’s game time. Do they have the ability to actually do what’s being asked of them? You can hand them all the knowledge in the world, but if they can’t apply it, you’re stuck. It’s like knowing the individual steps to the latest dance challenge but not actually being able to put it together. We have all seen those — awkward at best.

R: Reinforcement

• Lastly, don’t just toss the change at them and walk away. You need to reinforce it. Reward those who are rocking it and gently guide those who need a little extra push. If you don’t keep reminding people, they’ll slip back into old habits faster than you can say “New Year’s resolution.”

Example in Action: Let’s say your company is rolling out a new software. ADKAR will help you make sure everyone knows why the switch is happening (Awareness), they’re excited about how it’ll save them time (Desire), they’re trained on how to use it (Knowledge), they actually start using it confidently (Ability), and they stick with it long enough for it to become second nature (Reinforcement). Simple, right? Hardly, but it’s at least a framework that can help you analyze the right next steps to take and pinpoint what to fix if something goes wrong. Ok time for Kotter’s 8 steps.

Kotter’s 8 Steps: The Blueprint for a Seamless Transformation

Now, let’s talk about Kotter’s 8-Step Process, which is like the superstar of change management—structured, fabulous, and it gets things done. If ADKAR is your makeover guide, Kotter’s the full-on home renovation.

Step 1: Create Urgency

• No urgency? No change. People need a reason to move—and it better be more than “because I said so.” You’ve got to ignite the passion in them. Whether it’s a shift in the market or a need to outpace competitors, get the team pumped about why this change must happen and how it will benefit the organization.

Step 2: Build a Guiding Coalition

• Get yourself some ride-or-dies! You need a squad that’s as committed to this change as you are. These are the influencers of your team, the ones people respect and will follow. If you invest the influencers, they will organically help you to invest others.

Step 3: Form a Strategic Vision

• You wouldn’t build a house without blueprints, right? The same goes for leading a change. Lay out exactly where you’re going and what it’s going to look like once you get there. Everyone needs a clear picture of the destination. Nothing kills a change faster than a lack of clarity.

Step 4: Communicate the Vision

• Don’t keep the plan locked in a vault. Share it like you’re spreading news about free swag—frequently and with enthusiasm. The more your team knows, the more they’ll buy in. Over communicate if you have to and check to make sure their understanding matches your intent. I can’t tell you how many times people walk away each hearing something different which creates confusion later.

Step 5: Remove Obstacles

• Identify what’s in the way and get rid of it. It could be an outdated process, an unhelpful manager, or even just a toxic attitude. Whatever’s blocking progress—do what you need to do to correct or eliminate it.

Step 6: Generate Short-Term Wins

• Everyone loves a win, even if it’s small. Celebrate every success along the way, like you’re throwing confetti at a parade. It keeps morale high and momentum strong. Every time you celebrate progress it builds greater investment for the next step in the process.

Step 7: Sustain Acceleration

• Don’t let up! Keep supporting, assessing progress, correcting errors until the change becomes second nature. This is where most transformations stumble—people think the hard part is over once they communicate it and the first win is realized. Nope, you’re still climbing until the change is ingrained into the culture.

Step 8: Anchor Change in the Culture

• Embed the change into the very DNA of your organization. This is the grand finale—make it so that the new way of doing things is just the way of doing things. Change isn’t just a phase, it’s the new normal.

Example in Action: Your company’s shifting to a hybrid work model, but nobody’s feeling it. Kotter’s steps are your playbook. First, make it clear why hybrid is the future (Urgency). Gather a team of advocates who’ll lead the charge (Coalition). Share the vision—work-life balance and efficiency? Yes, please (Vision). Convert the “but we’ve always done it this way” folks(Remove Obstacles). Celebrate your wins—like that first week where productivity didn’t tank (Short-Term Wins). Keep naming the expectations and holding people accountable to meeting them, don’t let the excitement die down (Acceleration), and before you know it, hybrid work is the norm (Anchor).

The Verdict?

Whether you’re all about ADKAR’s step-by-step glow-up or Kotter’s full-blown renovation, both models get the job done. They just come at it from different angles. ADKAR is personal—about getting individuals on board, while Kotter’s focused on organizational shifts with a crew behind you.

Either way, you’re not just surviving change—you’re owning it. So go on, choose your method, and lead your team through that transition like the absolute rockstar you are! By the way you don’t only have to use this professionally.

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Ready to Lead Your Team Through Change Like a Pro? 💥

If you’re ready to ditch the chaos and lead your team with confidence through any transition, it’s time to take action! Whether you’re vibing with ADKAR’s step-by-step glow-up or Kotter’s epic 8-step transformation, you’ve got the tools—now it’s time to use them. What method of change management are you using? Want more tips and strategies to navigate leadership like a boss? Subscribe to the blog, follow me on LinkedIn and TikTok. Don’t forget to like, comment and share if you found this post useful.