Future-Proof Your Enterprise With Digital Transformation Change Management

An astonishing 89% of companies are embarking on digital transformation journeys, integrating advanced technologies like AI (artificial intelligence) to revolutionize their operations. However, according to the Harvard Business Review, only about one-third of these ventures result in the anticipated revenue uplift.

This discrepancy underscores a critical oversight in how organizational leaders view the digital transformation narrative, particularly regarding the human aspect of these technological advancements.

Understanding the difference between change management and digital transformation

Successful digital transformation is a comprehensive process that involves everything from updating analog and manual processes to creating an entirely new business model. At the enterprise level, it fundamentally redefines business processes, organizational culture, and customer experiences to align with the dynamic demands of the digital age.

In contrast, change management is an enabling framework for managing the people side of change. This framework has emerged from decades of research on the impact that individual support and training have on driving successful process adoption. It outlines how companies can overcome key barriers to success, like individual resistance and lack of leadership buy-in. 

Digital transformation change management—with a combined focus on both the technical and people side of change—is essential for effectively integrating new technology. This is where Prosci solutions become indispensable.

Prosci Unified Value Proposition

Prosci Unified Value Proposition


Unfortunately, far too many organizations neglect the human challenges of significant technological change. Leaders focusing more on IT budgets and ROI projections face several challenges.

Common digital transformation challenges at the enterprise level:

  • Resistance to change – Employees often exhibit apprehension toward new technologies, fearing the unknown or potential job displacement.
  • Lack of digital literacy – A skills gap in digital literacy can hinder the seamless integration and utilization of advanced digital tools.
  • Siloed departments – Fragmented departments may struggle to collaborate effectively, leading to disjointed digital transformation efforts.
  • Cultural inertia – An entrenched organizational culture may resist digital initiatives, favoring traditional methods over innovation.

The Prosci Methodology directly addresses these challenges by preparing, equipping and supporting individuals and teams through the transition. Our approach enhances communication, encourages stakeholder buy-in, and ensures a structured, phased adoption of digital transformation initiatives.

We help you minimize disruptions and maximize the potential for success.

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Why Enterprises Need Change Management for Digital Transformation

In an era of rapid technological advancement and organizational shifts, a standardized change management methodology has never been more critical. Yet, for the first time in over a decade, the percentage of leaders employing a standardized change management methodology sits below 70%.

Adherence to Methodology

Prosci Adherence to Methodology

This decline signals that organizations need to reassess and reinvigorate their approach to managing change, especially in digital transformation.

The impact of standardized change management

The effectiveness of large-scale change initiatives, such as digital transformations, escalates significantly when orchestrated through a tried-and-tested change management program.

Digital transformation encompasses more than just adopting new technologies; it involves a comprehensive overhaul of business processes, organizational culture and customer interactions. Without a robust change management framework, these transformative efforts will likely encounter resistance, leading to suboptimal outcomes.

Correlation of Effective Change Management With Success

Correlation of effective change management

Expertise that makes a difference

Prosci boasts a network of over one hundred advisors and instructors—many of whom possess extensive experience guiding large-scale initiatives like digital transformation change management. These professionals draw upon decades of Prosci experience in the change management realm to deliver practical and impactful solutions.

[Organizations] often envision that by implementing one or several digitization projects, they’ll achieve digital transformation. That’s not enough. Digital transformation requires changes to the culture and practices within the organization.

Isabella Brusati

Prosci Change Management Director | Digital Transformation

Most people think about change management for technology as implementing software and training on how to use it. But it's not just about that. It's about looking at the full business solution, including changes to the processes and tasks that will impact your employees and other stakeholders within and outside the organization.

Mavourneen Mainelli

Former VP—People and Process Transformation, Benjamin Moore & Co.- Senior Director—Global Organization Design & Change Management, Hertz

Components of the Prosci Methodology

The Prosci Methodology is comprised of three key components, each designed to address different aspects of digital transformation change management:

  • PCT Model – The Prosci Change Triangle (PCT) Model is a simple yet powerful framework highlighting the four critical elements for successful change: the definition of Success, along with Leadership/Sponsorship, Project Management and Change Management. It ensures a balance of these elements are balanced and work harmoniously to drive effective change.
  • ADKAR Model – The Prosci ADKAR® Model provides a goal-oriented approach to change at an individual level, focusing on Awareness, Desire, Knowledge, Ability and Reinforcement. This model empowers individuals to embrace change by addressing their specific needs and concerns throughout the transformation journey.
  • 3-Phase Process – The Prosci 3-Phase Process outlines a comprehensive roadmap for implementing change management initiatives. It guides organizations from preparing for change through managing change and sustaining outcomes, ensuring a structured and systematic approach to transformation.

Partnering With Prosci for Digital Transformation Change Management Success

Integrating new technologies and systems is imperative to maintain competitive advantage and operational efficiency. However, the success of such digital transformations extends beyond the mere adoption of technology; it requires a profound shift in organizational culture, processes, and how networks and individuals work. Prosci has been at the forefront of facilitating this change, helping large organizations—from enterprise companies to government agencies—build the necessary change management capacity to thrive through digital transformation.

Municipal ERP implementation

One notable success story involves a municipal government facing the daunting task of a massive ERP transformation, projected at an estimated cost of $200 million over five years. Recognizing the complexity and scale of this undertaking, the municipality turned to Prosci for expert guidance in building a dedicated change management office (CMO) to work in tandem with the Enterprise Project Management Office (EPMO).

The Prosci-led intervention was multifaceted, including:

  • Integration of the enterprise project management and change management offices
  • Implementation of new change management processes and enhanced change capacity
  • Extensive coaching and training to various departments, teams and individuals
  • Maintaining cross-organization alignment in preparation for the transition

This holistic approach to digital transformation change management underscores the importance of organizational readiness in achieving success.

(Read more about this success story.)

Texas A&M’s transition to Workday

Prosci digital transformation change management expertise was also displayed during Texas A&M University’s (TAMU) ambitious project to overhaul a 35-year-old payroll system.

Faced with the challenge of implementing Workday solutions across HR, payroll and other cross-departmental processes, TAMU required a comprehensive change management strategy to mitigate disruption and ensure a smooth transition.

Prosci-tailored change management solutions for TAMU included proactive resistance management training and the establishment of a sponsorship coalition and change network. These initiatives proved instrumental in fostering organizational alignment and readiness:

  • Over 77% of leadership, managers, staff and impacted employees received essential communications four months before the system's go-live.
  • 70% of leadership, managers, and core impacted employees completed recommended readiness activities within the same timeframe.

This strategic approach to change management ensured that the project remained on schedule and budget, culminating in a successful launch.

(Read more about this success story.)

Embed Prosci Practices Into Your Culture

Prepare, equip and support employees and leaders through change. Apply Prosci change management best practices to achieve your organization’s desired outcomes from change.