Articles

Best Practices in Change Management

Read the top best practices in change management, as reported to Prosci by thousands of change management professionals over the past 25 years.

Change Practitioner Journey Model

Prosci’s Change Practitioner Journey Model shows how an individual achieves professional goals in change management.

Communications Checklist for Change Management

Use the communication checklist as an audit tool to see if you are utilizing best practices in your current and future organizational communication plans.

The Change Management Office (CMO)

This “organizational footprint” for change management looks different from organization to organization, but data and experience show that a functional group focused on change management aides building change management maturity.

Change Management at the Project Level

Project level change management ensures a project achieves its intended results by supporting individual transitions. It provides the specific strategies, plans and actions that focus on impacted employees and works in alignment with project deployment.

5 Tips for Managing Resistance to Change

Through our Best Practices in Change Management research studies, we've surveyed thousands of change practitioners on the topic of managing resistance. We distilled their data and feedback into five tips for managing resistance to change.

Change Management Job Description

Use this sample change management job description as a starting point to create your own posting for a change manager or as a guide as you begin your change management career. The sample includes: position description, responsibilities and qualifications.

Definition of Change Management

Project level change management ensures a project achieves its intended results by supporting individual transitions. It provides the specific strategies, plans and actions that focus on impacted employees and works in alignment with project deployment.

What is Change Management and How Does it Work?

Change management is both a process and a competency. Effective change management follows a structured process and uses a holistic set of tools to drive successful individual and organizational change.

How to Build Enterprise Change Capability With Project ECM

Move out of the mindset of simply doing change management to a mindset of deploying change management and building organizational capabilities.

5 Levels of Change Management Maturity

There are five levels of change maturity, from no change management to organizational competency. Each level involves more attention and management of the people side of change.

Integrating Change Management and Project Management

Project management and change management both aim to increase the likelihood that projects deliver the intended results. Although each discipline can function independently, they are more effective when integrated into a unified approach

Create a Business Case for Change Management

The business case is a powerful vehicle for presenting the rationale and approach for change management because it helps address some of the most common objections or challenges to change management.

Example Business Case for Enterprise Change Management

Use this example business case for Enterprise Change Management to guide you as you craft your own business case for "Project ECM."

The Importance of Integrating Individual and Organizational Change

Because the success of organizational changes depends on individuals engaging, adopting and using them, we must manage changes at both the individual and organizational levels concurrently.

The History and Future of Change Management

Change management has evolved from foundational understandings to a recognized discipline. Our research and experience suggest that in the coming years it will advance in three major areas.

What is Change Management?

Change management is the discipline that guides how we prepare, equip and support individuals to successfully adopt change in order to drive organizational success and outcomes. Learn about Prosci's change management methodology for individual and organizational change.

CLARC: The Role of People Managers in Change Management

People managers are closest to the employees who must adopt the new processes and behaviors associated with a change. And, in many cases, the same project also impacts their own work. Here's how to prepare people managers to support their teams through change.

Why Change Management

Your initiatives impact how individual people do their work. They impact the processes individual people use, as well as their job roles, workflows, reporting structures, behaviors, and even their identity within the organization.

Sponsor Checklist for Change Management

Use this 10-point checklist to make sure you are effectively engaging executive sponsors when applying change management on a project.

Primary Sponsor's Role and Importance

Active and visible executive sponsorship is a top contributing factor to successful changes. Senior leaders provide the authority and credibility necessary for successful change, and people turn to them to learn why change is necessary.

Managing Resistance to Change Overview

People naturally resist change. But when we work to understand the root causes and develop ways to support impacted people through change, we can mitigate the impacts and achieve success.

Unified Value Proposition

Prosci's Unified Value Proposition is an organizing framework for describing how change management and project management come together to deliver success with change. This “change management on a page” helps practitioners position the value of change management at a high level for others.

Change Management Plans

Change management plans support impacted people and groups through their ADKAR journeys and enable them to adopt and use a change. Such plans include the Master Change Management Plan, ADKAR Blueprint, Core Plans and Extend Plans.

Prosci Methodology

Prosci's methodology consists of several models, processes, assessments and tools which work together to provide a holistic, easy-to-use framework for managing change based on more than twenty years of industry research and experience.

Change Management Process

Our change management process consists of three phases: Preparing for Change, Managing Change, and Reinforcing Change. Following the steps in each of these phases will help you transition from your current state to your future state.

5 Tenets of Change Management

The 5 Tenets of Change Management form the context you need to clarify misconceptions and justify the importance of change management within your organization.

Prosci Change Triangle (PCT) Model Overview

Prosci's PCT Model has helped countless project teams and change management professionals become more effective by understanding and improving performance in each corner of the triangle.

Leading Change With You in Mind: Insights From Prosci's Executive Team

At Prosci, it's safe to say we're big on the ADKAR Model as an effective framework for individual and organizational change. This means we believe in active and visible sponsorship to build Awareness of the need for change, engaging our people managers to foster Desire for change with impacted employees, and leveraging a common language for change centered on ADKAR.

Core Roles in Change Management

From the highest levels of leadership to frontline supervisors, managing change well relies on a coordination of people all moving in unison and fulfilling unique roles. We've identified five key roles and how they can impact change management.

Defining Change Impact

While much of a change management practitioner’s job revolves around applying a methodology, the change management resource or team also has a significant role as an enabler of the other roles in change management.

Harnessing the Power of Change-Enabling Systems

To face today’s increasing velocity of change (bigger, faster, more important, more complex), organizations are working to build change capabilities – “muscle” in specific disciplines that support change execution.

What Lies Ahead: Pushing Boundaries and Revisiting Foundations

I wanted to share what I’m seeing on the horizon of the change field. We’ll explore two distinct and seemingly polar developments: 1) pushing boundaries, and 2) revisiting foundations. Both are interesting in their own right, and Prosci is thrilled to provide new opportunities to support clients on these journeys in the new year.

Awareness - The Prosci ADKAR Model

The first milestone in the ADKAR model is awareness, which describes the importance of building & addressing awareness of the need for a change.

Desire - The Prosci ADKAR Model

The second milestone in the ADKAR model is desire, which highlights the need to cultivate a person's desire to support a change to make it successful.

Knowledge - The Prosci ADKAR Model

The third milestone in the ADKAR Model is knowledge. This includes both knowledge on how to change and how to perform effectively in the future state.

Ability - The Prosci ADKAR Model

The fourth milestone in the ADKAR model is ability, which is the stage in an individual's change process where the change actually occurs.

Reinforcement - The Prosci ADKAR Model

Reinforcement is the fifth and final building block of the Prosci ADKAR Model and focuses on activities that help make a change stick.

Introduction to Change Portfolio Management

In Prosci’s most recent best practices study, 78% of respondents said their organizations were nearing, at, or past the point of change saturation. In other words, ‘change turbulence’ and the negative consequences are the norm.

Enterprise Change Management

Enterprise Change Management (ECM) is the structured deployment of change management across an organization. Change Management becomes more than a business practice; it becomes a core competency, competitive differentiator and value of the organization.

Metrics for Measuring Change Management

Measuring the people side of change is expected and even required in many organizations. Forty percent of Prosci research participants say they must report on change management effectiveness for their projects.

Why You Need A Change Management Strategy

Developing a change management strategy provides direction and purpose for all other change management activities. By outlining the unique characteristics, risks and desired outcomes, change practitioners set themselves up for success.

The Evolution of Prosci Change Management Research

We have continued to add and explore new topics while at the same time adding depth and broadening the knowledge on existing topics. This combination is what yields the ever growing, ever evolving, ever “at the cutting edge” aspect of Prosci’s research.

Organizational Agility as a Strategic Imperative

To successed in today's environment of rapid, concurrent and never-ending change, organizations must grow their change agility not just to thrive, but to survive. Develop an understanding and direction for building this crucial capability.

Cost-Benefit Analysis of Change Management

7 Compelling Reasons for Deploying Change Management

Articulate the value of an Enterprise Change Management strategy using these seven reasons to make the case for deploying change management across your organization at the enterprise level.

The Prosci ADKAR Model: Why it Works

Based on the experience of thousands of practitioners, ADKAR seems to be so easily and readily applicable because it is easy to learn, creates a new lense for viewing change, drives action, and addresses how change happens one person at a time.

Stop Confusing agile with Agile

Add clarity and raise the level of conversation occurring about change management, agile and Agile by understanding the difference. We do Agile versus we are agile.

Change Management ROI - Connecting People to Projects

Our change management process consists of three phases: Preparing for Change, Managing Change, and Reinforcing Change. Following the steps in each of these phases will help you transition from your current state to your future state.

Change Management ROI Calculation

The ROI of change management is the additional value created by a project due to employee adoption and usage. Learn the formula and follow these examples to see how you can find your own CMROI.

Four Tips for Building Organizational Change Capability

Building change capability takes structure and intent. Utilize these 4 key tips for building organizational change capability by learning from the critical mistakes committed by other organizations.

How Internal Consultants Support Change Management

Internal consultants play a unique role in driving successful change in organizations. Not only do they support the specific solution development and expertise, but they are often a key player during implementation.

Organizational Change Management Checklist

These 10 questions, which serve as an organizational change management planning checklist, will help guide your change management initiative.

Reinforcement and Sustaining Change Management

Prosci's PCT Model has helped countless project teams and change management professionals become more effective by understanding and improving performance in each corner of the triangle.

3 Benefits of a Business Case for Change Management

Have you ever thought about telling the story of change management in a business case? The business case can go a long way in building support and buy-in.

Unified Value Proposition of CM and PM Integration

Discover the benefits of a value proposition utilizing change management and project management in an integrated approach to projects and initiatives.

How to Use the Prosci Maturity Model

The Prosci Change Management Maturity Model provide the insights you need to assess your organization’s change maturity level and map out a strategy for growing your change competency.