what is prosci change management methodology

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Prosci Methodology

A structured, adaptable and repeatable approach to enable individuals to successfully move through changes in your organisation.

ADKAR Model

• Prosci 3-Phase Process

A framework for managing the people side of change

Organisations must continually change and evolve to succeed. yet changes such as technology deployments or new processes often fail because leaders and teams put too much focus on the technical aspects of the change. for successful change, organisations must also focus on the people side—and how to ensure that each individual embraces and adopts the change. prosci has been conducting in-depth change research for more than 20 years. we've studied how individuals experience and respond to change, as well as the strategies of change leaders around the globe. based on best-practices research, prosci developed the prosci methodology for change management. when applied, it supports individuals in transitioning from the current state to the future state, an approach that leads to successful project outcomes..

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Technical side  is executed by the project management discipline

Organisational change  requires individuals to move from the current state to the future state—which requires managing both the technical side and people side of the change

People side  is executed by the change management discipline

The main components of the Prosci Methodology

The Prosci Methodology is one of the most widely used approaches to change management in the world, and it continues to evolve. In response to practitioner feedback and changing customer needs, and to prepare for future change trends, Prosci refreshed the methodology in 2021. The updated Prosci Methodology is more actionable and accessible, and the enhancement will elevate client success in incredible ways. Although the Prosci Methodology encompasses a variety of models, tools, assessments, processes and more, today it is comprised of three main components:

PCT Model – a simple but powerful framework for establishing and connecting the most important aspects of any successful change effort

ADKAR Model – a highly effective model for guiding individuals through the experiences—or elements—needed to make the change

• Prosci 3-Phase Process – a structured, flexible framework for driving change at the organisational level

Explore the Prosci Methodology

Phase 1 - Prepare Approach

Phase 2 - Manage Change

Phase 3 - Sustain Outcomes

A framework that shows the four critical aspects of any successful change effort and how they are interrelated: namely, a shared definition of success with leadership/sponsorship, project management and change management.

Describes the five building blocks or 'elements' an individual needs to achieve for a change to be successful. Impacted individual is at the centre of the Prosci Methodology. Individual success leads to organisational success.

Purpose: To position the change for success by developing a customised and scaled change management strategy with the necessary sponsorship and commitment.

Purpose: To achieve adoption and usage of the change by creating, implementing and adapting plan(s) that will move individuals and the organisation through ADKAR transitions.

Purpose: To realise the value of the change by ensuring the change is adopted and the organisation is committed and prepared to sustain the change.

Structured, Scalable and Adaptable

The success of any organisational change depends on the success of change management in encouraging individuals to embrace, adopt and utilise a required change. The change management methodology itself must be structured enough to be repeatable, but also flexible enough to meet the needs of any organisation. That’s the Prosci Methodology:

• Structured – The Prosci Methodology takes what we know about people, change and results and organises it into a simple process that practitioners can apply to develop change management strategies and plans that increase adoption and usage on a particular initiative.
• Scalable and adaptable – You can adapt and flex the Prosci Methodology to achieve success in any type of change, where results and outcomes depend on adoption and usage, and in any type and size of organisation.

"I did not realise how critical it is to do effective change management. I did not realise how much work actually goes into coaching and bringing about change.

- Chantal Oliver, Oxford University Press

Applying the Prosci Methodology

The Prosci Methodology enables organisations to manage change wisely. By doing so, it helps employees thrive through the changes they’re faced with and increases the returns on project investments. You can learn how to apply the Prosci Methodology to change initiatives in your organisation and become a Prosci Certified Change Practitioner by attending Prosci’s Change Management Certification Programme . It’s an engaging, energising 3-day learning experience that gives you the knowledge, tools and skills you need to successfully drive change in your organisation. Once certified, you’ll have anytime, anywhere access via the Prosci Portal to the Prosci Hub Solution Suite. It offers extensive digital content, resources and tools that help you apply change management throughout your project. Plus it supports you in learning and growing along the way.

An Introduction to Change Management Guide

The data is clear: even when organisational changes meet technical requirements and milestones, they can still fail to deliver results and benefits. What’s missing? Change management. Organisations that embrace change management are more likely to achieve project objectives, stay on or ahead of schedule, and stay on or under budget.

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Thriving Through Change

Use a proven, people-focused approach to developing an agile, change-ready organization.

Change Is Accelerating. Are You Ready?

Enterprise goals are shifting and intensifying. With today's accelerated pace, agility and flexibility are essential. To get there, we must get really good at change. Prosci can partner with you to build capabilities to bring about change in new, smarter ways. So your employees embrace and adopt change, your investments in change pay off, and you're equipped to face the changes of the future.

Grow vital individual change Competencies

Succeed at projects critical to the business

Cultivate a flexible, change-ready culture

The World's Most Popular Change Management Certification

Addressing unexpected change while keeping change management momentum going are top priorities for today's organizations. Prosci's Change Management Certification Program gives participants the knowledge, skills and tools to drive successful change initiatives—no matter how complex or urgent.

Following this three-day, interactive learning experience, you'll earn the distinction of being a Prosci Certified Change Practitioner . 

This program is the perfect solution if you're...

• Tackling new must-win projects
• Experiencing considerable resistance to change
• Building individual or enterprise change capability

Change Management Impact on Your Organization

Employees feel surprised and besieged by change

Employees feel prepared, equipped and supported

A Proven Framework for Individual Change

The Prosci ADKAR ® Model is a results-oriented approach to managing change based on a simple truth: company-wide change happens one person at a time.  

Providing a simple step-by-step approach, the ADKAR Model helps you and your team effectively manage individual change. You'll use proven strategies and tools to guide individuals through changes like a new system, an office move, or an acquisition, with methods for addressing any roadblocks along the way.

The ADKAR Model is one of the two foundational models of the Prosci Methodology, and the industry standard for change management practitioners worldwide.

Tailored Solutions to Meet Your Needs

We offer results-focused onsite and virtual solutions, tailored to meet your specific needs and organizational goals.

Top Reasons Clients Choose Prosci

When you partner with Prosci, you get access to more than 25 years of industry-leading research and experience on what it takes to drive successful change.

Helping World-Class Organizations Succeed

Choose a Change Management Partner Who is as Invested in Your Success as You Are

Unlock the full potential of your organization

Elevate Your Change Management Skills

ask and Change

What is the prosci® methodology.

The model for personal change is based on ADKAR®, an acronym that stands for Awareness , Desire , Knowledge , Ability and Reinforcement .

The model for organizational change is realized through the Three Phase Model with defined steps and tools for every phase:

• Prepare Approach
• Manage Change
• Sustain Outcomes  

The models are based on Prosci® research on best practices from about 3,000 organizations worldwide. Prosci® has developed tools, templates, and checklists, to help develop a Change Management strategy and plans and to evaluate progress. That’s what makes Prosci® the first choice of the 80% of Fortune 100 companies and the reason why we chose this methodology .

Prosci® Five Tenets of Change Management

The Five Tenets provide context and an understanding of the value of Change Management in terms of project success, and can be useful to introduce your Change Management initiative to the project team or to the senior leaders:

• We change for a reason
• Organizational change requires individual change
• Organizational outcomes are the collective result of individual change
• Change management is an enabling framework for managing the people side of change
• We apply change management to realize the benefits and desired outcomes of change

Thank you! We will contact you in the near future.

Thanks for your interest, we will get back to you shortly

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Home » Change Management » Prosci Change Management 101: A Bird’s-Eye View

Prosci Change Management 101: A Bird’s-Eye View

Prosci change management services cover everything to do with organizational change.

Businesses investing in change projects turn to Prosci for research-based consultancy, training, licensing, eLearning, and more. However, Prosci is best known for its three trademarked change models: the PCT model, the 3-phase process, and most famously, the ADKAR model. 

In the ADKAR model, Prosci shows how to start a change management process from the bottom up, starting with the individual employee. ADKAR has been proven, time and again, to be a particularly it is a particularly useful method for bringing staff on a change journey. The Prosci methodology stands out from other change management models in this respect.

This article will provide a clear overview of the Prosci technique for managing change. It will pay particular attention to the steps in the ADKAR method, the process of applying these steps, and other services offered by Prosci.

What is Prosci Change Management?

Prosci Change Management is a research-based methodology for managing people and processes during organizational change . 

The framework provides practical tools and best practices to help organizations plan, implement, and sustain successful organizational changes. It helps leaders understand how to mitigate any resistance they may face while transitioning to new systems or processes and how to ensure the change is adopted long-term.

The name “Prosci” is the company that developed the methods. It is a contraction of “professional” and “Science.”

The company Prosci was founded in 1994 by Jeff Hiatt. Hiatt developed the Prosci Change Management Methodology after extensive research on best practices for managing successful organizational change initiatives. With more than 20 years of experience and over three million practitioners worldwide, Prosci is now recognized as one of the leading authorities on organizational change .

Prosci Change Management Starts with Employees

For a digital transformation project, technology is only one part of the change.  Employees’ motivation, investment, and compliance are all crucial to a successful change initiative. That’s why Prosci change management focuses on company-wide change that happens one person at a time.

Since people represent the driving force of change in an organization, they can also present the most significant obstacles.  

For example:

• Fear of change can create resistance to change
• A lack of motivation can slow down an initiative, increase costs, and decrease productivity
• Poor communication can cause employees to feel surprised and trapped, reducing the chances of success

Furthermore, a 2020 Gartner report suggested, “ Employees’ risk of change fatigue is higher than ever. ” With employees facing many changes, leaders will need help to secure their investment in another new project. 

Success or failure change often hinges on whether employees adapt or not.

Prosci’s model addresses this problem from the very start. Each of the five steps of the ADKAR model involves staff in the change process. They all help to embed a successful change in an organization.

What are the Five Steps of the Prosci Change Management Model?

The most prominent part of the Prosci methodology is the ADKAR model. The ADKAR change management model has been under development since 1998 and is used by some of the world’s largest companies. Prosci training sessions focus on the inculcation and application of the ADKAR model.

The acronym ADKAR describes the five stages of Prosci’s change management system. They stand for the following concepts:

• Awareness of the need for change. This step focuses on raising an understanding of why a change must happen. By identifying the drivers for change, change leaders ensure that employees understand why the change is necessary. This awareness should be communicated throughout the organization, from top-level executives to frontline staff. Stakeholders should be made aware of the potential consequences of not making the change and the benefits that will come with it.
• Desire to support the change. The second step motivates employees to participate in the change. It helps people engage with the change and understand why it should be embraced. Change leaders communicate how this change brings value and how it will positively impact the work of every employee in the organization. Leaders will also empower employees to take ownership of the initiative.
• Knowledge of how to change. This stage focuses on how employees can make the change happen. Staff must be taught how to execute the change effectively. To achieve this goal, the change management team will organize an appropriate roll-out of staff training. Staff learns about the new tools they will need to use and any new skills they need to know along the way.
• Ability to demonstrate skills and behavior. In this stage, staff discovers how to apply their knowledge to real-life working situations. They may do this through on-the-job training, coaching, or shadowing opportunities for staff. In an environment of support and collaboration, employees learn how to adapt their working style to the new processes and systems.
• Reinforcement to make the change stick. Reinforcement ensures that the change is sustained and embedded into the organization. To do this, leaders should monitor progress, provide regular feedback on performance, identify any issues or challenges faced by staff, and recognize positive contributions made by individuals toward a successful adoption. Performance metrics can also be used to evaluate change initiatives and ensure that the change is accepted long-term.

The “Three States” of the Prosci Change Management Strategy

The “three states of change support the ADKAR model.”

Prosci uses the three states of change to provide a framework for understanding the process of organizational change. It helps give clarity and structure to the complex process of organizational change and identifies the key steps that need to be taken to implement change successfully.

The three states of change are the current state, the transition state, and the future state.

• The current state is where the organization is currently at. Leaders at an organizational level must investigate their current work systems to identify the changes that could improve their results. As most staff may be happy with the current state, change management professionals will need to work hard to find ways that it can be improved for everyone.
• The transition state is less comfortable. It may even be called a “necessary evil,” as transitioning out of an unproductive routine may feel challenging and unfamiliar. At this stage, change resistance may be at its highest, with many staff digging their heels about the new demands on their working lives. The transition state will be challenging for everyone, and leaders will need to keep a clear vision to deliver excellent outcomes for all participants in the initiative.
• The future state is difficult to see at the start of a change initiative. However, most businesses hope that a combination of ideas, attitudes, and vision will drive successful change for the company’s ongoing success.

The three states are a useful tool for describing the different attitudes, mindsets, and expectations that staff will have during a change process. While decision-making executives will focus on the future state, ordinary employees may face all the transition state’s challenges.

Other Approaches to Change Management from Prosci

Prosci offers a full range of change management tools. By learning about these tools, change management professionals will have the knowledge to handle even the most complex change projects. This section will offer a quick overview of some other ways Prosci supports change initiatives.

The Prosci 3-Phase Process

The Prosci 3-Phase Process is a systematic approach to managing change initiatives. This process consists of three phases: preparation, implementation, and sustaining the outcome. The 3-phase process focuses on bringing change across an organization. It works well with the AKDAR model, which emphasizes the individual aspect.

The PCT (Project Change Triangle) Model

Procsci’s PCT model helps leaders to see what “success” will look like in their organizations.

The model looks at four components: success, people, process, and technology. This model helps leaders to identify the internal and external factors that influence how a change initiative is adopted. It is useful when developing strategies for successful adoption, as it encourages leaders to consider the needs of all stakeholders involved in the change process.

Prosci Change Management Certification

The Prosci Change Management Certification is a comprehensive program that provides participants with the knowledge and skills to become successful change practitioners. This certification offers practical guidance for leading organizational change initiatives, including an overview of best practices, tools, and techniques for successful implementation. Participants gain access to the Prosci body of knowledge and are provided with opportunities to apply their newfound knowledge in a real-world setting.

Organizations can also hire Prosci-certified consultants and change managers through the site, to build change capability, adopt new technology, or adapt to new processes.

The 5 Bs of Executive Buy-In

This set of principles helps obtain buy-in and consensus from company leaders.

As you may notice, Prosci is a fan of catchy acronyms — in this case, the rules all start with the letter B:

• Best Practices
• Business Case
• Be Specific
• Be Assertive
• Bring in an Expert

Though ADKAR itself is bottom-up, this rule set provides a tool that change leaders can use for gaining support at the top levels as well.

The Four Cs of a World-Class Change Manager.

The 4 Cs define criteria for effective change managers, which. Change managers and change leaders can improve their outcomes by developing these qualities:

• Communication

Some people will naturally possess these qualities. Others will have to develop them from scratch.

A large repository of change management resources

Prosci offers a variety of resources to support organizations in their change management journey, including tools and templates, learning programs and certifications, research studies, and consulting services. The Prosci Change Management Toolkit is an extensive resource that provides detailed guidelines for implementing successful change initiatives.

Why use Prosci change management?

Prosci’s methods can be an excellent choice for any large company planning a change initiative. 

• Prosci change management is very popular – almost an industry standard
• Their change management certification program is thorough
• A research-based methodology

There’s no question that Prosci offers a coherent and useful approach to change management.

However, Prosci methods do not guarantee a positive project outcome. Its drawbacks include:

• The ADKAR model is useful, but it’s not sufficient to achieve a successful change
• ADKAR only kicks in after change goals have been decided on
• Prosci methodology does not sufficiently consider the organizational structure
• Their certification can be costly

In short, using Prosci methods is a good starting point, but there is no substitute for the experience and wisdom of change leaders.

Learning from Change Management Research

Many change management models exist, including the McKinsey 5 Cs, the Lippitt-Knoster model, Kotter’s 8-step methods, and ITIL frameworks.

However, Prosci’s change management is a leading force in change management and leadership. Their authority in the change management sector means that Prosci methods and certifications are well worth further investigation by anyone who wants to create, manage, and lead change in their organization.

However, it is not the only change management framework. There are many other change management exercises , tools, techniques, and frameworks, some of which have decades-long histories. 

It’s important to note not all change practitioners are Prosci-certified, which does not make them less good at their jobs.  

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What Is Prosci's Change Management Methodology?

• Jean Scheid
• Categories : Change management
• Tags : Project management

Becoming Acquainted With the Methodology

Prosci began in 1994 as an independent research company to explore change management and business processes and is one of the most widely used methodologies for managing what Prosci calls “the people side of change.”

Prosci offers training programs both on-site and online that help to build competency in change management . The Change Management Learning Center is holding the Prosci Global Conference in Orlando, Florida from April 6-9, 2009. The seminar goal, according to the Change Management Learning Center, is to be an “open information exchange and idea sharing on the best practices in change management.”

Prosci is used in both the public and private sector and includes members such as the U.S. Airforce, the Bayer Corporation, City of Albuquerque, and Oracle. Here, we will discuss Prosci’s methodology and how to implement it into your organization and projects.

ADKAR - The Prosci Acronym

ADKAR, or Prosci’s model of individual change stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. Prosci believes that for change to work in an organization, individuals must change and understand change. Looking closely at the ADKAR process, we can see how we might implement Prosci’s methodology into our projects.

Awareness - This is recognizing the need for change.

Desire - Who needs to participate in the change?

Knowledge - Who has the knowledge to guide the change?

Ability - Who will implement skill sets and change behaviors?

Reinforcement - Who will lay the foundation for change initially and for the future.

ADKAR focuses on successful change and by implementing these steps, Prosci’s methodology is expressed through change management activities, diagnosing gaps, developing corrective actions, and supporting managers and supervisors. Prosci’s change management is best served in three phases: preparing, managing, and reinforcing change. You can download this document with instructions for writing change control processes .

Implementing the Phases of Change

ADKAR and the Phases of Change, as defined by Prosci, are first on an individual level in order for change to be acceptable on an organizational level. Each of the three phases has specific outputs that when practiced, lead individual change to organizational change, including a good change control process .

PHASE I - In this phase, or the beginning, individuals “prepare” for change as it pertains to a project. For example, how much change management is needed for the project? Questions in this phase would be: Do I have the right people for the project? What is each team member’s attributes? What is my change management strategy or process? How will I structure my team? When will I assess each team or team member. All of these things should be decided at the initiation of a project using a good initiation project checklist (which you can download here).

PHASE II - This phase focuses on the plan of the project and how it will work. Guidelines to set when Phase I is complete include:

• A communication plan
• Sponsor road map
• Training plan
• Coaching plan
• Resistance management plan

Use your team to discuss your change management process and to help create plans that will be implemented into your change management procedures.

PHASE III - Here your change management’s goals should be sustainability for the future. You should work with your team to develop measures and standards that will work for your project and implement them. Project manager assessments should be done to see if teams are performing their jobs set at initiation. Phase III is the final phase of Prosci’s change management and should reflect:

• Reinforcement mechanisms
• Compliance audit reports
• Corrective action plans
• Individual and group recognition
• Successful celebrations
• After action review

Based on the Prosci’s change management methodology, implementing change into your projects must be integrated first at individual change reaching toward organizational change to ensure the achievement of the organization’s results. For more information on Prosci’s Change Management seminars and tools, visit the Change Management Learning Center .

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Change Management Model Guide

We've outlined the world's most prominent change management methodologies and models to help you choose the right approach for your change.

Step-by-step change methodologies

Step-by-step change methodologies (also known as 'linear' methodologies) prescribe a recommended pathway of stages or phases, consisting of particular activities to work through in order to achieve lasting change.

Individuals' experience of change

Rather than showing how to implement a change project from an organizational perspective, these two models focus on the psychological journey through which individuals typically move as they experience change. These models are useful when considering change from the perspective of the individual.

ADKAR Model for Change Management

• Kubler Ross Change Curve™

Organizational change capability

These three models prescribe broad interconnected organizational competencies that are required for effective change management. Organizations that wish to build the ability to make successful changes (change agility) can use the competencies as benchmarks to work towards.

• Boston Consulting Group Change Delta

Prosci Change Management Levers

• People Centered Implementation (PCI)

ADKAR is an acronym that describes the five stages that individuals ideally progress through in order to successfully move through a change.

View how the Change Activation Toolkit supports this model

ADKAR is Prosci's model for understanding the shifts that individuals make rather than a step-by-step methodology for implementing organizational changes.

The ADKAR change management model was first published in the 1998 book "The Perfect Change" by Jeff Hiatt, founder and CEO of Prosci Research. See Hiatt. J.M. (2006) ADKAR: a Model for change in business, government and our community.

External link: https://www.prosci.com/adkar/adkar-model

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Agile Management

Agile Project Management and Agile Management are increasingly utilized by organisations outside of the realm of software development. Agile has been adopted by organizations to describe the process of developing new products rapidly through collaboration despite evolving requirements.

The following 5 values should be adhered to by groups wishing to successfully develop products quickly that are fit for purpose despite continually shifting requirements.

These 12 Agile Principles are the principles that groups should follow in order to achieve agile development capability.

Adaptive project life cycle, a project life cycle, also known as change-driven or agile methods, that is intended to facilitate change and require a high degree of ongoing stakeholder involvement. Adaptive life cycles are also iterative and incremental, but differ in that iterations are very rapid (usually 2-4 weeks in length) and are fixed in time and resources.

- Project Management Institute, A Guide to the Project Management Body of Knowledge (PMBOK Guide), Fifth Edition

AIM (Accelerated Implementation Methodology)

The Accelerated Implementation Methodology features 6 goals that are designed to be approached in a linear manner in order to achieve a successful change.

External link: http://www.imaworldwide.com/aim-change-management-methodology-description

Beckhard and Harris Change Management Process

The Beckhard and Harris Change Management Process is seven step linear process for implementing a change.

Beckhard and Harris' originally formula for change (sometimes attributed to David Gleicher) was a mathematical equation for describing how resistance to change can be overcome within an organization:

Dissatisfaction x Vision x First steps > Resistance to change

The formula suggests that the three components dissatisfaction, vision and first steps must be present in a sufficient quantity to overcome resistance to change.

Boston Consulting Group (BCG) Change Delta

Boston Consulting Group's 'Change Delta' approach to change management is a non-linear approach to change featuring four 'Change Deltas' that organizations require in order to effectively manage portfolios of change successfully. Each of the change deltas is an ongoing process and feeds in and reinforces the other deltas in building long lasting capability.

External link: https://www.bcg.com/expertise/capabilities/people-organization/change-delta.aspx

Bridges Leading Transition Model for Change

The Bridges Leading Transition Model for Change features 3 overarching stages as well as suggested activities within each of these stages.

Bridges explores human behaviors relating to change and defines typical emotions individuals might exhibit during the change process.

Bridges provides strategies on how to overcome some of the emotional barriers to change, without getting stuck. For example, in the New Beginning phase, there may be a great deal of fear of the unknown. One strategy might be to provide training on specific tools or educational materials. In the Neutral Zone, allow creative ways to think about work. During the Ending and Losing phase, people will feel committed and requires the need to sustain the new way of working, possibly through goal setting.

See Bridges. W. (2009). Managing transitions: Making the most of change.

External link: https://www.mindtools.com/pages/article/bridges-transition-model.htm

The Change Leader's Roadmap

The Change Leader's Roadmap is a linear methodology for approaching organizational changes through a 9 phase process.

See Anderson, L.A. & Anderson, D. (2010) The change leaders roadmap.

External link: https://www.beingfirst.com/services/change-leaders-roadmap-methodology/

General Electric Change Acceleration Process (CAP)

The General Electric Change Acceleration Process (CAP) is a linear methodology for organizational change featuring seven phases.

External link: https://bvonderlinn.wordpress.com/2009/01/25/overview-of-ges-change-acceleration-process-cap/

John Kotter Eight Step Model for Change

The Kotter Eight Step Change model is a linear change methodology that focuses on the importance of gaining buy-in. It is relatively simple to understand and works well in organizations that are organized in a relatively narrow organizational structure. One of its key selling points is its simplicity, memorable eight steps and basis in Kotter's years of research into organizational change.

See Kotter, J.P. (1996). Leading Change and Kotter, J. (1998) Leading change: Why transformation efforts fail , Harvard Business Review.

External link: https://www.kotterinternational.com/8-steps-process-for-leading-change/

Kubler Ross Change Curve™ Model

The Kubler Ross Change Curve™ model of individual change originally described how individuals react to grief, and has subsequently been applied to the context of individuals reactions to change.

These 5 stages are a linear model that describes the journey that individuals undergo during changes. The aim for those leading changes being to ensure that the final stage of 'acceptance' is reached quickly.

The Kübler-Ross Change Curve is trademarked by The Elisabeth Kübler-Ross Family Limited Partnership (EKR FLP) for various uses.

Kurt Lewin Three Stage Change Methodology

One of the most famous approaches to change, the Lewin Three Stage Change Management Methodology is a linear methodology describing 3 stages for approaching an organizational change with activities within each stage.

The Lewin 3 stage approach is increasingly at odds with approaches that suggest that organizational change is constantly occurring and an ongoing process.

LaMarsh Managed Change™ Model

The LaMarsh Managed Change™ model is a 4 stage linear methodology to implementing organizational changes.

People Centered Implementation (PCI) Model

The People Centered Implementation (PCI) Model proposes 6 interdependent critical success factors that enable organizations to achieve successful changes.

Like BCG's Change Deltas and Prosci's Change Levers , this is an approach to important factors that contribute to organizational change capability rather than a step-by-step guide to executing changes.

Prosci Enterprise Change Management

The Prosci Enterprise Change Management methodology is a linear methodology for approaching organizational changes. It features 3 main stages, each with activities within designed to guide the implementation of change.

External link: https://www.prosci.com/

In addition to both its Enterprise Change Management methodology and ADKAR model for individual change, Prosci suggests there are 5 change management 'levers' that are critical to enabling organizational change effectiveness.

The 5 Prosci change levers may be seen as analagous to BCG's Change Deltas in that they constitute overarching interdependent capabilities that organizations should build in order to maximize their ability to make effective changes.

Viral Change Roadmap

The Viral Change Roadmap is a linear change management methodology featuring 5 phases:

External link: http://www.viralchange.com/how_does_viral_change_work.html

Note: Information regarding proprietary change management methodologies is provided here for information and comparison purposes only and is not endorsed by the publishers of such methodologies. Links to other websites are provided as useful sources of information. Inclusion of a link to another website does not imply endorsement of any kind. We do not monitor external websites and are not responsible for their availability, quality or content.

Simple Guide to Change Management Models

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INTERACTIVE RESEARCH REPORT

Best practices in change management - 12th edition customizable comparative report.

Explore the insights from Prosci's Best Practices in Change Management - 12th Edition in our new, interactive research format. Traditionally, Prosci studies reported benchmarks primarily for the broader change management discipline. As we step into this new era of research, our improved capabilities will enable you to explore benchmarks by industry, organizational size, annual revenue and much more.

Additional Findings Now Available in Research Hub!

We hope you enjoy this small sample of data and responses gathered from over 2,600 change practitioners, and the preview of Prosci's interactive "me-search" dashboard. Additional study findings and analysis is now available. Subscribe to Research Hub for access to these study findings and Prosci's entire research library. 

Prosci - Certification in Change Management

A three-day experiential learning program that teaches you how to apply our methodology, tools and the Prosci ADKAR® Model to your existing projects and change initiatives so you achieve your desired results.

Move from theory to practice...quickly​

During this three-day experiential session, you’ll apply Prosci’s methodology and ADKAR Model to one of your active projects. And you’ll leave with the tools, know-how, and the support you need to consistently drive successful change going forward. You'll spend three days with like-minded change leaders—from individual practitioners and project managers to IT professionals and improvement specialists. You'll gain the knowledge and one-to-one feedback of Prosci's Executive Instructors, plus you and your peers can share challenges, solutions and insights.  

It is also possible to attend the course in a virtual format.

Flexibility and agility are key to the success of any organization today.

And change isn't slowing down. That's why Prosci offers a Virtual Instructor-Led Change Management Certification Program.

It's backed by the same 25 years of change management best practices and research-based methodology as our in-class program.

And it's delivered by instructors highly experienced in virtual training, using a robust platform that features a suite of virtual engagement tools, making it a truly interactive experience.

The satisfaction rate of our certification sessions is 9.4/10. This rate corresponds to the year 2023 and is updated monthly.

We welcome and encourage any individuals to attend Prosci’s Change Management Certification Program. You’ll find this program especially beneficial if you are responsible for driving change on a team or across an organization.

Our most frequent attendees are:

• Change leaders 
• Project managers 
• Change management practitioners 
• Continuous improvement specialists 
• IT professionals 
• Human resource business partners 
• Organizational development professionals 
• Project team members

No prerequisites are required for this course.

At the end of this three-day training experience, you will:

• Understand exactly how change management improves organizational results  
• Know how to apply a research-based change management methodology and toolset to any future situation   
• Be fluent in the fundamentals of change and change management   
• Be able to confidently explain the value of change management to your peers and leaders   
• Know how to apply the Prosci ADKAR® Model to facilitate individual change   
• Assess readiness 
• Identify impacted groups 
• Build a holistic strategy for influencing individual transitions  
• Walk away with a change management plan and an executive presentation on the business case for change management   
• Gain certification in the Prosci change management methodology and get access to the Prosci change management methodology, tools and materials
• Welcome and Connection
• ADKAR Model
• Prosci 3-Phase Process: Phase 1 - Prepare Approach
• Knowledge Check
• Day 1 Review 
• Prosci 3-Phase Process: Phase 2 - Manage Change
• Day 2 Review 
• Prosci 3-Phase Process: Phase 3 - Sustain Outcomes
• Deliver Presentations
• Next Steps and Evaluation
• Program workbook and handouts  
• Research Hub  - The Best Practices in Change Management 12th Edition is now available in Research Hub. What is the Prosci Research Hub?  It is the single access point to Prosci reference research and best practices based on core and topical studies and relevant data across a broad array of topics. It is the result of over 20 years of research from thousands of change leaders around the world.  
• Knowledge Hub  - Practitioner Program What is the Knowledge Hub?  It is the single access point to training and learning resources helping to move forward from learning to application by understanding key concepts and building new skills to succeed at change.  
• Proxima What is Proxima?  It is a web application that helps you to apply the Prosci 3-Phase Process by guiding you through a structured, adaptable and repeatable way.

My colleagues say that in-class program provides an exceptional learning experience. What kind of experience will I have in the virtual program? One of our core values is focused on creating unforgettable experiences for our clients. The Virtual Instructor-Led Training program (VILT) is desiggned to be engaging and interactive, with unique experience boosters along the way. While the world is changing, our commitment to curating unforgettable experiences hasn’t changed. We will do everything in our power to ensure you have a remarkable learning experience. Out of our first sessions, 83% of participants declare to be likely up to extremely likely to recommend the online format.  

Will the content be the same as what’s provided in the in-class programs? Yes. Our Virtual Instructor-Led Training programs teach the same learning objectives as our traditional in-class programs. Also, we have multiple knowledge checks built into the programs to ensure you’re learning effectively throughout the program.  

Is this going to be similar to an online webinar, attended by a large audience? No, this will be a live Virtual Instructor-Led Training program, with a maximum of 20 participants in each program. We will also have a minimum of two Prosci Europe team members facilitating each session, including a Prosci's Executive Instructor trained in the latest virtual learning techniques, plus a support role we call a producer to help ensure you stay engaged throughout the course.  

How will we engage as a group? A number of interactive capabilities and virtual breakout sessions are built into the structure of our Virtual Instructor-Led Training programs. You will have numerous opportunities each day to engage with others in your class.  

Will I be able to network like I would in the classroom? Yes. You will still be in an environment of change management peers, with ample networking time, plus live polling where attendees can share insights. In addition, we are creating a community of practice for all participants of our Virtual Instructor-Led Training programs. We are committed to ensuring that you receive full value from your learning experience, including the opportunity to network with others.  

I don't learn very well sitting in front of a computer all day long. How will I stay engaged? We understand this concern and have built our Virtual Instructor-Led Training programs to be highly interactive, with regular breaks every 90 minutes so you can step away. We also provide numerous energizer activities throughout the programs. Our delivery team is trained in techniques designed to ensure each participant stays engaged throughout the day.  

What technology will you be using? Prosci’s Virtual Instructor-Led Training programs leverage Zoom technology for virtual classrooms. We selected this platform because it is both user-friendly and feature-rich, so it can handle the significant level of interaction we have built into our programs. This online classroom and desktop sharing software enables your Executive Instructor to present their screen to participants via the internet in real time. In addition, it provides tools for interactive chat, sharing materials, and collaborating with one another.  

How does the digital technology support interaction? The digital learning platform we use provides multiple ways to interact during the class. This includes “raising your hand,” asking questions via a chat function, receiving real-time responses to your questions, and participating in contests. We also encourage participants to use their webcams to elevate the virtual classroom experience.  

What technical tools am I expected to provide? You will need a computer with high-speed internet access, as well as a phone or audio connection. We also encourage participants to use a webcam to enhance their level of connection with the instructor and their fellow program participants. Also, dedicated time to focus is important for your overall learning experience.  

I am not tech-savvy. How will you support me? As with any new platform, there will be a learning curve. We provide a tutorial on how to use the platform in advance of the training program. We launch each day’s program 30 minutes early to provide participants with ample time to get acquainted with the learning platform and to reach out if they have any questions or issues.

Interested in this program?

You can follow a  public session  or this program can be delivered at your location with our  onsite training  option.

Contact us for more information.

• Intended for : Every Future Change Leader
• Price : 3795 €
• Prerequisite : None
• Length : 3 Day(s)

Upcoming Trainings Dates

Location : London, UK (in-person)

English | 2900£

Location : Virtual Classroom (virtual)

French | 2995€

English | 2665£

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The program at a glance.

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