Welcome to the Change Management Tutorial Series

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Change Management Learning Center - managing change library


A Thirst for Change Leadership - the debate begins

Debated by Jeff Hiatt, Tim Creasey, Melissa Dutmers, Dr. James Johnson and Adrienne Boyd.

Go straight to Round 1 - the role of executives in managing change

WARNING:  This new series is designed for you only if:

  • you are passionate about leading change
  • you want to become a role model for others in your organization
  • you want to know more about change management than just the simple formula or steps
  • you are open to new ways of thinking about leadership and management


About your debaters:

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Jeff Hiatt

Tim Creasey

Melissa Dutmers

Dr. James Johnson

Adrienne Boyd

The adventurous characters set to debate and host this series are Jeff Hiatt, Tim Creasey, Melissa Dutmers, Dr. James Johnson and Adrienne Boyd.

Jeff began his career at Bell Labs in 1985 where he worked as a special projects manager and quality expert for 10 years, and later co-authored the book Winning with Quality published by Addison-Wesley in 1994. He is the CEO of Prosci Research and the founder of the Change Management Learning Center. His latest book is titled, "Change Management: the people side of change."

Tim is a managing editor for the Change Management Learning Center and is studying for his MBA at Boston University. Tim was the lead analyst for the last Change Management benchmarking study with more than 250 companies from 21 countries. Tim can truly speak from a research perspective in terms of "what do people in the field say?" Tim recently co-authored the new book, Change Management: the people side of change.

Melissa is a process architect and change management leader at Agilent Technologies. Melissa will bring the down-to-earth experience that comes from working with many project teams within a large corporation, and provide that "in the trenches perspective."

Dr. James Johnson (JJ) is an Adjunct Faculty member at Regis University and teaches change management to project teams world-wide. He recently returned from a training adventure on the tropical island nation of Mauritius (east coast of South Africa).

Adrienne is the new kid on the block and challenges just about everything. Her slant is toward people, communication and networking. She has recently joined the Change Management Learning Center and brings a host of new insights into the picture (i.e., she doesn't always agree with us).

Where do you fit?  Who sounds most like you?  Who sounds most like your team members?

The format for this unique series will be a debate style dialogue between the hosts. This new tutorial series will last 12 weeks and will explore the key concepts and thinking around change management. Your input will be factored into the presentation as well. At the end of each panel discussion, you will have the chance to tell us what you think.

Drawing from industry leading resources, the series provides readers with the foundation for effectively managing change, from changes in culture to new technologies, new processes, new systems and new reporting structures. The series will draw from:

Getting ready: To fully engage in this debate, we would like you to read Chapters 1 - 3 of the book "Change Management: the People Side of Change" authored by Jeff Hiatt and Tim Creasey. This reading will help you get a head start on some of the topics.  Amazon.com has copies for less than $20. Most state libraries should have the book available to check out as well.

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While this tutorial is not designed to provide all the answers, it will give you a great foundation for what it means to manage change. Multiple viewpoints will be exchanged and debated. Research with over 325 business design teams found that the number one thing that they would do differently on their next project was utilize an effective and planned change management program. The number one obstacle these teams faced was not a lack of resources or a shortage of good ideas, but resistance from employees and managers impacted by the change.

Poorly managed change results in lost time and resources, increased stress and sometimes the complete failure of change initiatives. But it doesn't have to be this way! Effective change management can turn good ideas into business successes, and ensure that your projects get the results you are looking for.



Over the next 12 weeks on a bi-weekly basis, this tutorial series will cover the following topics:

Debate 1: The roles of executives in change management: In this tutorial, we will examine the roles and responsibilities of senior business leaders.

Debate 2: Why manage change: In this tutorial, we will examine benchmarking results and the many different impacts of poorly managed change. Tell us what you think about debate 2.

Debate 3: Guiding principles and reactive vs. proactive change management: We will look at the principles that every manager or leader involved in managing change should know. Tell us what you think about debate 3.

Debate 4: The most effective change management strategies - options and methods for managing change. 
Tell us what you think about debate 4.

Debate 5: Organizational change management process: This tutorial examines the organizational change management process and how to use tools throughout your organization to plan for, manage and reinforce change.

Debate 6: Connecting individual and organizational change: In this tutorial, we talk about the link between individual change management (how each employee experiences change) and organizational change management (the tools and processes you can use to help your employees go through change).

Debate 7: Building change competency: Change competency is making change "business as usual." Organizations that will lead in the new economy must embrace change and be ready to adapt every day. This tutorial examines what change competency means, and how you can begin to build it in your organization.


Resource guide

The resources in the table below will be the source of the upcoming tutorial series. For leaders and team members involved in managing a change project, these resources will provide an immediate understanding and tools.

Change Management Toolkit: a comprehensive change management process, includes specific sections on sizing your change management effort, communication planning, training development, sponsor roadmaps, and reinforcing change. Change leaders, consultants and change management team members - get templates, assessments, guidelines, examples and worksheets that help you implement organizational change management
Best Practices in Change Management: 426 companies share experiences in managing change and lessons on how to build great executive sponsorship. The report makes it easy to learn change management best practices and discover the mistakes to avoid leading change. Change leaders, consultants and change management team members - learn what is working for others, what is not, and what mistakes to avoid - includes team and sponsor activity lists. Includes success factors, methodology, role of top management, communications, team structure and more.
Change Management: the People Side of Change: introductory guide to change management -  an excellent primer and catalyst for change leadership with best practices from Prosci's latest research and case studies. Change leaders, executives and managers - learn the 'why,' 'how,' and 'what' of change management. "Change Management is like a driving school for change agents."  This 'quick read' includes the ADKAR model and the Prosci change management process.
Change Management Guide for Managers and Supervisors: complete with team and individual coaching activities, best practices findings and frequently asked questions. Managers and supervisors - a guide specifically designed for managers and supervisors dealing with change. This tool is ideal for managers who are directly dealing with employees facing change. Use with the Employee's Survival Guide to Change and the Change Management Toolkit.
Employee's Survival Guide to Change: a handbook to help employees survive and thrive during change. Employees facing change - answers frequently asked questions and empowers employees to be effective change agents with the ADKAR model.


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