Research, best practices and insights from trusted sources in the field of 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.
READ ARTICLE PDFProsci’s Change Practitioner Journey Model shows how an individual achieves professional goals in change management.
READ ARTICLEUse the communication checklist as an audit tool to see if you are utilizing best practices in your current and future organizational communication plans.
READ ARTICLEThis “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.
READ ARTICLE PDFProject 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.
READ ARTICLEThrough 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.
READ ARTICLEUse 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.
READ ARTICLEProject 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.
READ ARTICLEChange 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.
READ ARTICLEMove out of the mindset of simply doing change management to a mindset of deploying change management and building organizational capabilities.
READ ARTICLEThere 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.
READ ARTICLEProject 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
READ ARTICLEThe 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.
READ ARTICLEUse this example business case for Enterprise Change Management to guide you as you craft your own business case for "Project ECM."
READ ARTICLEBecause 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.
READ ARTICLEChange 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.
READ ARTICLEChange 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.
READ ARTICLEPeople 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.
READ ARTICLEYour 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.
READ ARTICLEUse this 10-point checklist to make sure you are effectively engaging executive sponsors when applying change management on a project.
READ ARTICLEActive 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.
READ ARTICLEPeople 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.
READ ARTICLEProsci'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.
READ ARTICLEChange 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.
READ ARTICLEProsci'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.
READ ARTICLEOur 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.
READ ARTICLEThe 5 Tenets of Change Management form the context you need to clarify misconceptions and justify the importance of change management within your organization.
READ ARTICLEProsci'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.
READ ARTICLEAt 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.
READ ARTICLEFrom 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.
READ ARTICLE PDFWhile 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.
READ ARTICLE PDFTo 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.
READ ARTICLE PDFI 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.
READ ARTICLEThe first milestone in the ADKAR model is awareness, which describes the importance of building & addressing awareness of the need for a change.
READ ARTICLEThe 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.
READ ARTICLEThe 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.
READ ARTICLEThe fourth milestone in the ADKAR model is ability, which is the stage in an individual's change process where the change actually occurs.
READ ARTICLEReinforcement is the fifth and final building block of the Prosci ADKAR Model and focuses on activities that help make a change stick.
READ ARTICLEIn 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.
READ ARTICLE PDFEnterprise 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.
READ ARTICLEMeasuring 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.
READ ARTICLE PDFDeveloping 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.
READ ARTICLE PDFWe 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.
READ ARTICLE PDFTo 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.
READ ARTICLE PDFArticulate 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.
READ ARTICLE PDFBased 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.
READ ARTICLEAdd 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.
READ ARTICLE PDFOur 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.
READ ARTICLEThe 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.
READ ARTICLEBuilding 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.
READ ARTICLEInternal 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.
READ ARTICLEThese 10 questions, which serve as an organizational change management planning checklist, will help guide your change management initiative.
READ ARTICLEProsci'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.
READ ARTICLEHave 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.
READ ARTICLEDiscover the benefits of a value proposition utilizing change management and project management in an integrated approach to projects and initiatives.
READ ARTICLEThe 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.
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