We chose the people side

As independent Instructional designers, we realized that sound strategy, strong project management, and good training project objective were not fully achieved by our clients. We tried to understand the cause for the gap between expected and actual results and we postulated that the lack of people’s involvement in the project could be at the heart of the problem.

Based on the people who will apply it

During his work as an engineer and program manager, Prosci®’s founder Jeff Hiatt noticed that two similar and excellently managed projects would deliver different results. After studying the projects, he found the key, and that was people. That was in 1994 and from that he began doing more research in Change Management. From research he formulated models, tools and processes.

The 3 milestones of Prosci® approach

  1. The ADKAR® Model, a tool for individual change

    The model is a goal-oriented tool developed by Prosci®, that represents the five outcomes that a person must achieve to deploy change successfully.

    • Awareness of the need for change
    • Desire to participate in and support the change
    • Knowledge on how to change
    • Ability to implement new skills and behaviors
    • Reinforcement to sustain the change

    Organizational change only happens when all the people involved change. The ADKAR® Model provides leaders and Change Practitioners with goals and outcomes for their activities, giving them a framework to introduce change to everyone who will be impacted.

    ADKAR® is an effective tool for:

    • Planning Change Management activities
    • Understanding areas of resistance
    • Developing corrective actions
    • Supporting managers and supervisors
  2. The Prosci® 3-Phase Process

    A three-step structure for organizational change developed by Prosci®, based on the best practices included in the 2002 Change Management benchmark study.

    Phase One Preparing for Change

    • Define your Change Management strategy
    • Prepare your Change Management team
    • Develop your sponsorship model

    Phase Two Managing Change

    • Develop Change Management plan
    • Take actions and implement plans

    Phase Three Reinforcing Change

    • Collect and analyze feedback
    • Diagnose gaps and manage resistance
    • Implement corrective actions and celebrate success

    The 3-Phase Process describes the the steps a project or change practitioner must take to deploy change. Each phase includes assessments, templates and guidance for an effective journey through change.

    • Phase One: situational awareness
    • Phase Two: creating plans to be integrated with the project plan
    • Phase Three: create action plans to evaluate sustainability
  3. Continuous research to always enhance the methodology

    Prosci®’s procedures and tools are based on real-life experiences and best practices, as told by Practitioners, Leaders and Project Teams during the periodic benchmarking studies.

    Research participants constantly growing since 1998

    • 102
    • 152
    • 288
    • 411
    • 426
    • 575
    • 650
    • 822
    • 1120
    1998 2015 number of Prosci® study respondents

    Prosci®’s Change Management methodology is so successful due to its ease of use and its basis in extensive research and the experience of Prosci® Program participants.

    The data that compose and shape the whole methodology are the result of an ongoing research, made by Prosci® over nine studies across 17 years, with insights from 4,500 change agents so far.

    These valuable data and insights come from:

    • Change sponsor or top-level managers
    • Change Management team members or leaders
    • Project managers, project team members or project leaders
    • Consultants acting as an advisor or team members

Solutions for Individuals and Teams

Index