Downloads

These free tools include templates and guidelines to help you manage your everyday change activities.

  • The ADKAR Model and Senior Leadership

    Equipping senior leaders with a model of change helps them effectively participate in the change management process. Further, employee adoption has been shown to increase when senior leaders are seen adopting and actively using a change management model. In a research effort to understand how organizations use the Prosci ADKAR® Model (ADKAR), Prosci explored how to […]

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  • The ADKAR Model as a Measurement Framework

    When used effectively, data gathered through measurement enables us to identify issues, diagnose gaps and take corrective action. Measurement data reveals where progress and change is happening and where obstacles need to be addressed. As leaders of change, we know that demonstrating progress is important. In a research effort to investigate how leading organizations are using […]

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  • An Introduction to Change Management

    Change is a constant of life but the rate of change has never been less constant. New technologies, methodologies and ideas are springing up all around us, driven by our interconnected world. Adopting these changes and making them business practices present great opportunities however the adoption of these changes and the consequences of their number […]

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  • Reinforcing and Sustaining Change Outcomes

    Prosci embarked on a targeted research effort to add depth and breadth to the body of knowledge related to reinforcing and sustaining change outcomes. This effort builds on existing research and methodology aimed at reinforcement. The objective of this study is to provide lessons learned and actionable insights for change practitioners around the world.

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  • Agile and Change Management Executive Summary

    In response to the increasing prevalence of Agile development approaches and the need to drive adoption and usage of the solutions created using these approaches, Prosci conducted a study to explore two dimensions of change management related to Agile development.

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  • Managing Resistance to Change Executive Summary

    Actively managing and mitigating resistance is a key part of change management, especially when employed alongside proactive steps to build awareness, adoption and proficiency. This executive summary contains the results of the latest research conducted by Prosci in managing the resistance that naturally occurs with any change.

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  • The Prosci ADKAR Model Overview Free Guide

    This guide will fast-track your understanding of the Prosci ADKAR Model and its application for personal and organizational changes. This guide: Walks you through each of the five elements of successful change Provides examples of the ADKAR Model in action Ends with a quick exercise so you can start to put the model into action in your own life or work […]

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  • Reinforcement – How to sustain a change

    Many organizations invest significant time and energy in building the necessary awareness, desire, knowledge and ability for a change to be successful, yet overlook the final milestone – reinforcement. Once a change is finished, the tendency is to immediately move on to the next task. As a result reinforcement efforts can often fall short and […]

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  • Ability – How to foster the ability to implement a change

    In an individual’s change process, results and outcomes first emerge at the ability stage. New behaviors are successfully achieved and the future state starts to take shape. With demonstrated ability, change is realized. Ability is turning knowledge into action. Ability means tangibly demonstrating the application of intellectual understanding in a real-world environment.

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  • Knowledge – How to effectively build knowledge in individuals

    The knowledge that lives within individuals impacted by change enables change success. Understanding how to change and how to operate in the future state is an essential precursor to adopting new processes, systems and job roles. When a person has the awareness of the need for change and the desire to support a change, knowledge […]

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