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2014 Edition Available Now
Best Practices in Change Management

Presenting the largest body of knowledge on managing
the people side of change. Nowhere else will you find
such breadth and depth of data that delivers results.

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Know your discipline
Leverage latest data and new research on cutting-edge topics like measurement, resourcing and budgeting, and integrating with project management.
Know what worked
for others

Gain countless insights with focused tips and suggestions that can provide support whether you are structuring your overall approach or customizing specific activities.
Know what not to do
Avoid mistakes and missing a crucial step or action by acquiring the foresight that comes from practitioners who share what they would have done differently.
Know what to do next
Plan concrete steps with actionable findings to guide both how you structure your change management approach and how you execute specific practice areas.

Stay at the forefront of change management with these ways to
further engage with the new research

Best Practices eCourse
Discover the top contributors to change management success and apply the research to your work with this self-paced email course.

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Best Practices Webinars
Get interactive with the research by joining us as we discuss the latest findings in Prosci's free webinar series.

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Invaluable Tutorials
Uncover even more insights through Prosci's weekly tutorials that focus on both foundational and innovative change management topics.

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Relevant Training
Attend world-leading change management training programs that are based on Prosci's 16 years of research with over 3400 change leaders.

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2014 Report Details

The only report of its kind, Prosci's 2014 edition of Best Practices in Change Management  is a benchmarking report that will help you optimize your change management approach to achieve business results on change projects with real-world research. With data from 822 project leaders and change management practitioners representing organizations from 63 countries, you will learn what is working and what is not working in the field of change management.

  • Key success factors
  • What works
  • What doesn't
  • What mistakes to avoid

Topics include:
  • Communication
  • Sponsorship
  • Resistance
  • Methodology
  • Reinforcement
  • Team activities
  • Managers and supervisors
  • Change saturation
  • Portfolio management
  • Resource allocation
  • Building support for change management
  • Deploying change management
  • Integrating with project management


The most complete body of knowledge
available on change management
Order now


Key findings from this report:

  • Success factors
    Uncover the 7 greatest contributors to the success of a change management program and the 5 biggest obstacles.

  • Correlation data
    See the correlation between change management effectiveness and meeting project objectives, staying on schedule and staying on budget.

  • Role of top management
    Learn the key activities for executive sponsors, as well as the most common mistakes they make when leading change.

  • Communications
    Discover the most effective methods of communication during the project, including a list of over 100 communication channels.

  • Resistance to change
    Learn the primary reasons for resistance to change and the most effective tactics to prevent and manage resistance.

  • Methodology
    Read about the "must do" activities for each phase of the project.


Over the last 16 years, Prosci has conducted 8 longitudinal benchmarking studies on managing the people side of change. The 2014 report is the most comprehensive to date, with findings related to communication, sponsorship and methodology as well as new sections on change management measurement and metrics, integration with project management, change management job roles, and detailed resource and budget information.


Geographic distribution of participants and characteristics of the projects reported on:


Report statistics

Participants: 822
Countries: 63
Pages: 250
Sections: 37
Figures: 248
Tables: 24
Price: $349

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Previous studies:

2011 - 650 participants
2009 - 575 participants
2007 - 426 participants
2005 - 411 participants
2003 - 288 participants
2000 - 152 participants
1998 - 102 participants

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questions or comments


Participants reveal the factors that contributed to their project success, past critical mistakes and what they would do differently on their next change projects. This is Prosci's most comprehensive study to date, with 822 participants from 63 countries.


Quantity discounts

Qty: Discount: Price per:
1 List $349.00
2 to 10 10% $314.10
11 to 50 15% $296.65
51 to 500 40% $209.40
501 to 1000 45% $191.95

Call for larger quantities


Questions that are answered in the 2014 benchmarking report:

  • What impact does effective change management have on projects meeting objectives, staying on schedule and staying on budget?

  • What are the elements of a change management job description?

  • Where is the change management group located in the organization? Where should it be?

  • How do you measure the effectiveness of change management?

  • What can you do when applying change management at the start of a project?

  • What steps can you take to integrate change management and project management?

Answers to all of these questions and many more - order now


New sections in this year's report

New sections have been added to the 2014 report to expand the scope and depth of this work, including:

  • Expected trends in the discipline of change management in the coming five years

  • How the change management methodology was used

  • Effectiveness of particular types of methodologies

  • Rationale, steps and sources for internally developed methodologies

  • Sources and rationale for combination/hybrid methodologies

  • Guidance for scaling and customizing a methodology for a specific change

  • Accommodating for organizational culture in the change management approach

  • Action steps if change management is brought on late to the project

  • Most important skills for a great change management practitioner

  • Prevalence of permanent positions or job roles for change management

  • Duration of permanent positions or job roles

  • Organizational locations of permanent positions or job roles

  • Number of projects supported by change management positions

  • Annual salary of change management job roles

  • Career paths in change management

  • Change management team structures, effectiveness and rationale

  • Use of change agent networks

  • Use and sufficiency of dedicated change management resources

  • Factors for estimating change management resource needs

  • Use and sufficiency of change management budgets

  • Factors for estimating change management budgets

  • Components that make up change management budgets

  • Change management budget profiles

  • Prevalence of integrating change management and project management

  • Impacts of integrating change management and project management

  • Steps for integrating change management project management

  • Reasons for integrating change management and project management and reasons for keeping them seperate

  • Dimensions of change management and project management integration

  • Tools most commonly integrated

  • Steps for integrating change management and project management processes

  • Integration across the project lifecycle

  • Impact of project management maturity on change management and integration

  • Evaluating overall change readiness

  • Evaluating group and individual readiness

  • Measuring the overall outcome of applying change management

  • Demonstrating the value-add of applying change management

  • Measuring and reporting on change management effectiveness

  • Measuring individual transitions

View a list of 2014
study participants

View the table of contents

Order the report


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