Prosci Change Management Methodology
Driving change with the ADKAR Model
In today’s organizations, change is constant. Whether the change is about processes, technologies, the structure of the organization, or something else, each change impacts how individual employees do their jobs. The success of the change depends on the success of change management in encouraging individuals to embrace, adopt and utilize a required change.
The ADKAR Model supports individuals through change. Success also requires integrating individual change management and organizational change management. The Prosci 3-Phase Process, another component of the Prosci change management methodology, provides a strategic, step-by-step approach to organizational change management.

Individual change management
Organizations don't change, individuals do. No matter how large a project you are taking on, the success of that project ultimately lies with each employee doing their job differently, multiplied across all employees impacted by the change.
Individual change management means understanding how one person successfully makes a change. The ADKAR Model drives successful change at the individual level based on an appreciation of how change impacts each employee and how to support them through change.

Organizational change management
While change happens one person at a time, processes and tools can help facilitate this change across groups and organizations. Without a structured approach, change management tools are often limited to only communication and training.
Organizational change management leverages tools and methodologies that help individuals successfully make changes that contribute to reaching organizational goals. With an organizational change management perspective, a process emerges for how to scale change management activities and how to use the complete set of tools available for project leaders and business managers.

Connecting individual and organizational change management
The link between individual change management and organizational change management is what sets Prosci's change management approach apart from other methodologies. Numerous models address individual change. And numerous models give guidance and structure to the project-level activities for the people side of change.
The Prosci methodology uniquely integrates individual change management and organizational change management to ensure that business results are achieved. This is the essence of effective change management and the Prosci methodology: leverage change management strategies and activities to drive individual transitions and ultimately organizational success.

The 3-Phase Process: A Structure for Organizational Change
Prosci's organizational change management process is built in three phases that a project or change manager can work through for the changes and initiatives they are supporting. The methodology includes research-based assessments and templates to support each phase, as well as guidance for completing each step most effectively.
Phase 1 - Preparing for change
The first phase of the Prosci 3-Phase Process helps change and project teams prepare for designing their change management plans. It answers questions like:
- "How much change management does this project need?"
- “Who is impacted by this initiative and in what ways?"