Navigating Change from the Inside Out
Change is a constant in organizations, whether we’re rolling out a new policy, restructuring teams, or adapting to unforeseen challenges. The ADKAR model—Awareness, Desire, Knowledge, Ability, and Reinforcement—is a well-known framework for managing organizational change. But what if we looked at change not just as a process to manage but as an experience shaped by our understanding of the mind? When we explore ADKAR through the lens of the Principles behind our experiences, we see that lasting change doesn’t come from external strategies alone but from a shift in insight.
Awareness – Seeing the Truth Beyond Resistance
Traditional ADKAR: Employees need to be aware of the need for change.
New Perspective: Awareness is not just about understanding a business case; it’s about seeing how change works at a fundamental level. People resist change not because change itself is hard but because they innocently buy into the illusion that their well-being is tied to stability. When we realize that our experience of change is created from the inside out—through thought in the moment—we stop fearing uncertainty and open up to new possibilities.
Desire – Uncovering the Natural Flow of Engagement
Traditional ADKAR: People must have a personal motivation to change.
New Perspective: Genuine desire to change doesn’t need to be forced—it emerges naturally when people see the truth for themselves. Instead of trying to convince people to change, what if we helped them uncover their innate resilience and wisdom? When people know that they are not at the mercy of circumstances but are always capable of fresh thinking, their willingness to embrace change grows organically.
Knowledge – Recognizing That We Already Have What We Need
Traditional ADKAR: People need the right knowledge and skills to change.
New Perspective: Knowledge is valuable, but the deeper knowing—the kind that allows us to navigate uncertainty with confidence—is already within us. We don’t need to accumulate endless strategies to handle change; we need to recognize that we are built for adaptability. When people see that their capacity for insight is always available, they become more open to learning, experimenting, and growing.
Ability – The Power of Fresh Thinking in Action
Traditional ADKAR: People must have the ability to implement change.
New Perspective: Ability is not just about training or competency; it’s about realizing that we always operate from thought in the moment. When people understand that they are not limited by past habits or self-doubt, they step into change with greater ease. They don’t have to ‘become’ capable—they already are. The only thing that ever blocks our ability is misunderstanding where our experience comes from.
Reinforcement – Sustaining Change from a Place of Clarity
Traditional ADKAR: Change must be reinforced to stick.
New Perspective: True reinforcement doesn’t come from monitoring or external pressure—it comes from insight. When people see change as an opportunity rather than a threat, they don’t need to be convinced to sustain it. They naturally lean into growth because they understand that well-being isn’t dependent on circumstances—it comes from within.
The Simplicity of Change
The ADKAR model provides a helpful structure for navigating organizational change. Still, when combined with an understanding of the Three Principles, it becomes more than just a framework—it becomes a reflection of how change truly works. Change isn’t something we need to fear or control. When we recognize that our experience of change is created from within, we move through it with more ease, adaptability, and confidence.
When leaders embody this understanding, they don’t just manage change—they inspire transformation.
Connect and Learn More
Let’s connect if this perspective on change resonates with you and you’d like to explore how the Three Principles can enhance leadership and transformation in your organization. Whether through coaching, workshops, or deeper conversations, I’d love to support you in fostering a culture of clarity, resilience, and insight-driven change. Reach out to start the conversation!
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Rick Ruppenthal | COACHING 