ADKAR: 5 stages to manage the human side of SASE change  

Change isn’t optional—IT leaders know this better than anyone.  

IT has always been the backbone of the business, keeping everything secure, connected, and efficient. But the demands on IT—and the business—have changed. Cloud adoption, hybrid work, competitive pressures, and rising costs have exposed the cracks in legacy architectures and pushed them past their limits.  

Patching the past won’t build the future 

More and more businesses are shifting to SASE (Secure Access Service Edge). SASE converges networking and security into a single, global, cloud-native service. It’s not a technology upgrade or another bolt-on box—it’s an IT re-architecture for a broken IT security industry—a better way for businesses to connect and protect their networks, people, and resources—and achieve their goals. 

If you’re reading this, you’re likely already considering SASE. Whether you’re just starting your research or deep into evaluation, one thing is clear—your networking and security infrastructure isn’t cutting it anymore, and it has to change. 

But we all know that while change is constant, it isn’t always easy. And that’s especially true when it comes to people. 

Change isn’t just inevitable—it’s manageable 

Change management turns SASE planning into progress. There’s plenty of frameworks out there, but in this blog post we’re going to focus on ADKAR, a people-centric model developed by Prosci. Why ADKAR? Because it addresses the human transition to change. While organizations generally drive change at a strategic level, ADKAR helps individuals successfully navigate and embrace it. As powerful as SASE is, it’s people who make change possible. 

The go-to change management framework for tech adoption 

ADKAR stands for Awareness, Desire, Knowledge, Ability, and Reinforcement—five stages that individuals must navigate to fully embrace a new way of working. It gives leaders a structured way to make sure that everyone understands the need for change, feels motivated to support it, has the right tools to succeed, and can keep the change going. 

ADKAR is widely used by organizations rolling out new technologies, and for good reason. Even the most innovative solutions can fall short if people don’t understand, accept, or feel equipped to use them.  

This is true for SASE because it transforms IT. It changes how teams function and operate, allowing them to swap out tedious grunt work for redefined roles that drive personal and business success. SASE is going to shake things up. 

Breaking down ADKAR: The stages of SASE change 

Stage 1: Awareness – Why SASE, and why now? 

Awareness is the first stage in the change process. Before anyone can get on board with SASE, they need to understand why it’s happening and what’s at stake if the status quo remains. Leaders need to clearly communicate the drivers and benefits of the transition to SASE—highlighting the limitations, risks, and inefficiencies of the current setup, while showcasing the opportunities ahead. 

Here’s how to make awareness stick: 

• Identify who’s impacted. IT managers, network admins, security architects, security analysts—these users will feel the shift firsthand. Make sure they’re in the loop from day one. 

• Engage early. Set up working groups or dedicated channels to hear concerns, answer questions, and gather insights from those who’ll be using SASE daily. 

• Refine the message. Use real feedback from the impact group to create an awareness strategy that speaks to teams’ priorities, aligns with business goals, and sets the stage for a smooth transition. 

Stage 2: Desire – What’s in it for me? 

Just because people know change is coming, it doesn’t always mean they’re excited about it. Desire is often the toughest stage in the ADKAR model because it’s personal. It’s the point where individuals decide to get onboard and support the shift to SASE. And that decision can come down to one question: “What’s in it for me?”  

This isn’t selfish—it’s human nature. People need to understand how SASE benefits them personally, as well as professionally. Leaders need to connect the dots and show how SASE will make it easier for people to do their jobs, in less time, with greater impact, and align with business ambitions. 

Here’s how to build real desire for change: 

• Show how SASE simplifies IT. It frees individuals and teams from tedious, repetitive tasks that drain time and talent, allowing them to focus on higher-value work that taps into their skills and expertise. 

• Highlight personal and professional growth. For example, networking teams won’t spend another minute deploying and troubleshooting a stack of appliances or fielding the same old trouble tickets. Security teams can finally escape the grind of patching, updating software, and juggling complex security policies. Instead, everyone can focus on driving innovation, mastering SASE (highly sought-after expertise), and advancing their potential. 

• Give back. With fewer manual tasks and less downtime, there’s greater efficiency. People can work smarter—not harder. Now everyone can reclaim a healthy work-life balance to perform at their best without burnout. 

Swap the grind for growth—see why enterprises choose Cato. 

Stage 3: Knowledge – how do we make it happen? 

While Awareness and Desire explain why you’re getting SASE, the Knowledge stage is about how to make it happen. It’s the bridge between motivation and action. What do people need to learn to make the transition? What education and tools are required? 

The good news? SASE eliminates complexity by design. There’s no disparate networking and security tools to upkeep, no installations, patching, or updates, and no vendor finger-pointing. With just one centralized management console to operate, and new automated workflows, SASE drastically reduces the learning curve. The library of “how-to” manuals just got a lot smaller. 

Here’s what makes the Knowledge stage a bit different with SASE: 

• Equip teams with the essentials: Provide training on the core features of SASE, focusing on what teams need to know to get started, like using the centralized management console and automated workflows. 

Want to know what to expect when you’re expecting SASE? 

• Made to make mastering easy: With SASE, complexity is reduced and management is simple, so offer bite-sized, easy-to-digest resources—think quick guides, video tutorials, or FAQs.  

• Encourage collaboration. Since SASE brings networking and security together, encourage teams to work across departments, share knowledge, and learn from each other to make the transition smoother. 

Using a RACI matrix helps teams collaborate effectively and efficiently when adopting SASE. 

Stage 4: Ability – how to make it real 

Even if people understand the why and the how of SASE, they still need to be able to confidently use it. The Ability stage is where individuals and teams move beyond the theory of SASE to a hands-on environment.  

Here, workflows transform, capabilities are activated, and IT management becomes simpler. People move from repetitive tasks to using their expertise more strategically. This not only enhances their value to the business, it impacts them directly—reducing burnout, improving retention, and driving a more engaged workforce. Teams can now see how their goals—and the business’s—are within reach. 

Here’s how to spark the AHA! moments: 

• Put SASE into practice. Let teams practice using SASE through real-world scenarios, pilot projects, or PoCs. It’s the best way to build confidence and get comfortable with the tech. 

• Offer support when needed. Set up a system where teams can ask questions, get guidance, and help each other out. This makes sure everyone feels supported as they start using SASE. 

• Celebrate the wins. Recognize and share successes and improvements. It keeps motivation high and shows teams that the change is worth it. 

Stage 5: Reinforcement – how to keep it going 

Reinforcement is the final stage in the ADKAR framework, focused on ensuring that change sticks. It’s not just about finalizing the transition to SASE—it’s about celebrating successes and making sure everyone feels the benefits of SASE long-term. At this stage, it’s essential to highlight the improvements SASE has brought to IT and across the business. This keeps the momentum going.  

The realities of reinforcement: 

1. Show the impact. Regularly share the tangible and intangible improvements that SASE has brought about. This reinforces the value of the change for everyone involved. 

2. Get feedback and iterate. Keep a pulse on how teams are adapting. Gather feedback, adjust processes if needed, and show that the organization is committed to continuous improvement. 

3. Celebrate wins and milestones. Recognize achievements and progress—big or small. Celebrate both individual and team successes to keep everyone motivated and aligned with the goals of the transformation. 

The change drivers for SASE 

SASE is as much a cultural change as it is a transformational one. ADKAR helps address the unpredictable human element of change, guiding teams through the SASE transition with clear communication, education, and support. 

But not all SASE will make the change management process easier. 

This SASE or that SASE? 

Since 2019, vendors have scrambled to meet Gartner’s definition of SASE, forcing point solutions together, or teaming up with other vendors to create a patchwork SASE offering (usually one vendor for security and one for networking). But these approaches aren’t real SASE. They can introduce complexity, integration headaches, and management challenges—all of which slow down the change management process, creating more work and unnecessary friction at each ADKAR stage.  

Not all SASE is the same—choose wisely. 

Change management is easier with Cato 

Cato is the undisputed leader in single-vendor SASE. Cato SASE Cloud is the first and only true SASE platform where every native networking and security capability works in harmony with the next. It’s not a static solution—it expands and evolves to keep ahead of business needs, with a simplicity and elegance that delights users and admins. 

But even with the right SASE architecture, the people side of change is key. ADKAR helps your teams navigate the transition with clarity and confidence. So, if you’re ready to transform your business, don’t settle for a less-than SASE.  

If you want real change, get real SASE. You can get started here.