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

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.

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

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

[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

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.