No two transformations are the same. RPM Change Co. draws from the world's leading change management frameworks — Prosci® ADKAR® and Kotter's 8-Step Model — and applies the right blend based on your organization, your people, and your change. We don't force your transformation into a single methodology. We build the approach around you.
ADKAR operates at the individual level. Its premise: organizations don't change — people do. Every person in your organization must move through five sequential building blocks before change is real. ADKAR gives us a measurable, trackable model for each individual's transition, so we know exactly where people are struggling and can intervene with precision.
Kotter operates at the organizational level. Its premise: change is driven by leadership — a guiding coalition creates urgency, sets a vision, and builds momentum that cascades through the system. The 8 steps describe what leaders must do to move the whole organization. It's conceptual, leadership-focused, and designed to generate the top-down energy that makes individual change possible.
Kotter without ADKAR gives you leadership momentum but no individual-level measurement — you can't tell who's actually adopting. ADKAR without Kotter gives you individual tracking but no organizational energy — the coalition never forms. RPM applies both: Kotter to align and mobilize leadership, ADKAR to track and accelerate individual adoption. The result is change that moves fast at the top and sticks at the front line.
Five sequential building blocks every individual must move through. We measure each person's progress and use the gaps to drive targeted interventions.
Creating clear understanding of why the change is needed and the risk of not changing. Employees must understand the case before they can support it.
Building personal motivation to support and participate in the change. No mandate drives desire — leadership, empathy, and WIIFM messaging does.
Equipping people with the skills, processes, and tools they need to succeed in the new environment. Role-based training built for real adoption.
Turning knowledge into demonstrated performance. Coaching, simulations, and hands-on practice until the new behavior becomes the default.
Sustaining change through recognition, measurement, feedback loops, and accountability. The difference between adoption that sticks and adoption that slides.
Eight leadership-driven steps that build the organizational energy, vision, and coalition needed to move the whole system. Where ADKAR tracks individuals, Kotter moves institutions.
Build a compelling case for why the status quo is no longer an option.
Assemble the right leadership team with the authority and credibility to drive change.
Define a clear, motivating picture of where the organization is headed.
Mobilize a critical mass of people who want to make the vision a reality.
Remove structural, process, and cultural barriers that block progress.
Create visible, credible milestones that build momentum and silence skeptics.
Use early wins to drive deeper change — don't declare victory too soon.
Anchor new behaviors in culture, systems, and leadership succession.
We don't pick a framework and apply it universally. We assess your change, your leadership, and your people — then build the approach that fits. Let's talk about what your transformation actually needs.
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