/Case%20Study%20Graphic-01.webp?width=150&height=75&name=Case%20Study%20Graphic-01.webp)
2 mins
Scientific Leader Develops a Dialogue-Based, Collaborative Introduction of Change

1
Person shifted the company’s view on change
Employee satisfaction increased
Improved change results
The Challenge
A leader in UK scientific development wanted to achieve better results from change. After an employee attended Prosci’s Change Management Certification Program, they advocated for change management concepts to be disseminated to their leadership. The results included significantly better change outcomes and increased employee satisfaction.
Interested in learning more about how we can help your organisation succeed at change?
Let's Talk
What started with a single employee looking to upskill themselves in change management has become a long-term collaboration with Prosci – resulting in broad development of change management capability within the organisation – and significantly improved results from change.
— Prosci Change Management Team
The Solution
- One change management advocate drives a company to embed it in their culture
- The leadership team defines strategic alignment through a Prosci workshop
- A Sponsor Brief is delivered to gain ownership and sponsorship from the organisation’s leaders
- People managers learn how to support their staff that is impacted by change
- Change management is adopted in a flagship project
- Better change results are achieved, and the company seeks to apply change management to their other projects
The Approach
Step 1: Discussing and Establishing the Objectives
When a single employee from this organization attended the Prosci Change Management Practitioner Program, run by Prosci’s Europe team she gained knowledge and skills that enabled her to become an internal advocate with the senior leadership of her organisation. Having secured their support, she came back to us for advice on how best to proceed.
Step 2: Reviewing, Prioritising and Structuring Objectives
Our client understood that if you focus on change management without clarity on what you seek to change, you are unlikely to make progress: we were able to respond flexibly to this initial need with a bespoke workshop, enabling the leadership team to review, prioritise and structure their change programme. This was a critical prerequisite for subsequent change management development work.
Step 3: Gaining Strategic Alignment, Sponsorship and Ownership
Having established priority and structure, the senior team were instrumental in conceiving and developing a plan through which change management capability was to be built. They achieved this in a Prosci Strategic Alignment Workshop which resulted in both ownership and commitment across the whole leadership team, with the senior support needed for successful delivery across the organisation.
This was followed by the senior leadership team attending our Prosci Sponsor Briefing Workshop, which helped Senior Leaders understand their role in active and visible leadership of the change initiatives they launch.
Having a proactive internal advocate for change management within the organisation made a huge difference – supporting key individuals as advocates has been very effective.
Step 4: Executing the Change with Middle Management
We then held a Prosci Leading your Team through Change Workshop, which educated those who would be responsible for delivering change, and also those impacted by the change taking place.
Step 5: Supporting the Internal Advocate
We supported our internal advocate in ensuring change management practitioner capacity was made available to support both senior leaders and middle managers in doing the right things to lead on change successfully.
Step 6: Implementation of Change Management to a Flagship Project
A final element of the plan that served as the key to success was the application of change management to a flagship enterprise resource planning project. Driven internally, this project was sponsored by the finance director, who with internal change management support did a great job in fulfilling their change sponsorship role. With senior leadership role-modelling active change sponsorship, other colleagues saw at first hand the successes achieved, seeking to emulate the change management approach within their own teams.
The Results
What started with a single employee approaching us to upskill themselves in change management has become a long-term collaboration – resulting in broad development of change management capability within their organisation – and significantly improved results from change.
Our work with this client has reinforced our conviction of the importance of internal advocacy and sponsorship in developing change management capability. While the development of change management is ongoing, results from investing in change management are already very evident: not only has the organisation encountered less resistance to the change initiatives they are deploying, but they are also experiencing a more dialogue-based, collaborative introduction of change, with employee satisfaction improving as a result.

Prosci Europe has dedicated team of change management professionals to help you achieve your change needs through training, change advisory services, tools and ongoing advice and support throughout Belgium, Denmark, France, Germany, Ireland, Italy, Luxembourg, Netherlands, Norway, Portugal, Spain, Sweden, the UK, and Switzerland.