Common denominator in change:
The people side of change
Each month, Prosci delivers around six
enrollment 3-day certification programs. In order to
participate, attendees must bring a change they are currently
working on in their organization. As they learn the process
and tools in the Prosci Change Management Methodology, they apply
them to that real change. The changes brought to a Prosci
certification program come in all shapes and sizes: a technology
deployment in an insurance company, a process optimization
project in a manufacturing plant, a merger in the pharmaceutical
industry, a new HR policy and system in a municipal government.
Some of the changes impacts tens of employees while others
impacts thousands of employees. Some have budgets in the thousands,
while others have budgets in the millions.
The size, type and reasons for these projects are quite
varied, but the unifier is that each of the projects
has a significant people side element. First, each change
impacts how employees do
their jobs. Second, the success of the project ultimately
depends on if employees
adopt those required changes. This tutorial presents the people side of
change - the common denominator in nearly any type of
Changes happen for a number of reasons, each triggered by
some sort of internal or external stimuli and each aimed at
delivering some sort of marked improvement in performance.
Changes can be incremental or radical; sometimes the gap between
the current and future state is small and other times that gap
is large. Changes can impact processes, technologies, systems,
tools, structures, job roles or any combination of these
factors. Some have little or no structure around them, but they
still cause changes in the organization. Others take the form of
policy declarations. Others are formal projects (with associated
project managers, project codes, project charters and work
breakdown structures), while still others are programs made up
of numerous projects. Regardless of the reason, type or
structure of the change, each ultimately impacts how individual
employees do their jobs.
The common denominator of organizational change
is the people side of change.
Since the common denominator of organizational change is the
people side of change and project success depends on impacted
employees adopting the change, the tools for helping each
impacted employee to adopt the change are
critical to the
success of the project. Said another way, change management is
essential because the people side of change is universal.
The simple table below is a sort of menu. Think about a
change you are working on right now - how would it look if you
marked the appropriate element in each column?
Government - State or Local
Government - Civilian
Oil and Gas
Development and Manufacturing
Government - Defense
Grow market share
Improve customer satisfaction
Reduce risk exposure
Meet regulatory demands
Seize an opportunity
Address an issue
Respond to the market
Job role change
Little or no structure
How individual employees do their
Below are two simple examples.
Example #1: A planned program in an insurance
company aimed at increasing efficiency and improving customer
satisfaction though a radical installation of new technologies
Example #2: An incremental process change
resulting from an established continuous improvement system
aimed at reducing errors in a food/beverage organization.
While these two changes are unique in many ways, they
one important factor - that their success and ability to deliver
intended outcomes depends on individual employees doing their
jobs differently (e.g. exhibiting new behaviors, following new
processes or using new tools). This is one of the reasons change
management has really emerged as a discipline over the last
decade, because it is universally applicable to any change that
impacts how people work.
So what can you do about the people side of change?
For any project you are involved with,
work to define the individual changes that will be required.
This is sometimes challenging, especially as the size and
scope of change increases, but it is an important first step
for understanding the reality of how changes occur in your organization.
Use a model for individual change
management. The Prosci®
ADKAR® Model is one of the most
widely used individual change management models. ADKAR
describes the five building blocks required for an
individual to make a successful change as: Awareness,
Desire, Knowledge, Ability and Reinforcement®. Whether at
home, in the community or at work, an individual will make a
change if they can say: "I have the awareness of why the
change is happening; I have the desire to participate and
support the change; I have the knowledge on how to change; I
have the ability to implement the required skills and
behaviors; and I have the reinforcement to sustain the change."
Use a structured organizational change
management approach. In each of Prosci's last four
benchmarking studies (2011, 2009, 2007 and 2005), the use of
a structured approach for change management was identified
as one of the top three contributors to success. A
structured organizational change management approach
provides clarity on the roles, tools and activities required
to enable and encourage individual transitions. An
intentional approach to change management provides more
consistent and repeatable outputs. The Prosci® 3-Phase
Change Management Process provides
step-by-step instructions and tools for Preparing for
change, Managing change and Reinforcing change™.
The process-driven approach enables scaling and customizing
change management plans and activities to reflect the unique
nature of the change and the groups being impacted.
|Attend a Prosci® 3-day Certification
Program to build change management strategies
and plans for a project you are working on right
now. During this 3-day experiential program, you
will build a foundation in the principles of change
management and how to share the value of change
management. You will learn how to use the Prosci®
ADKAR® Model to drive
successful change. As you learn the Prosci® 3-Phase
Change Management Process, you will apply
the tools to your real project and leave the program
with a change management strategy and a start to your change management plans. Download a
register to begin the process.
Call +1-970-203-9332 or email email@example.com
to learn more.
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Prosci Change Management Certification
these three days are going to save me
hours and help me help my company
benefits they seek."
- Mike C., April 2011 participant
"I'm truly inspired!" Joe F.,
"The most applicable
training I have been to - ever!
Great, applicable training & usable tools."
Chelle, November 2012
- Learn the methodology through practical
application to your current project
- Learn from experienced executive instructors
- Become part of a change management community
- Earn 2.4 CEUs, 24 PDUs and 23.5 HRCI
- Walk away with products and course materials
worth over $1000
Download the certification program brochure
- January 8 - 10, 2013: Denver, CO area
- January 8 - 10, 2013: Washington DC area
- January 15 - 17, 2013: San Francisco, CA area
- January 15 - 17, 2013: San Diego, CA area
- January 22 - 24, 2013: Houston, TX area
- January 29 - 31, 2013: Chicago, IL area
- February 5 - 7, 2013: Washington DC area
- February 12 - 14, 2013: San Francisco, CA area
- February 19 - 21, 2013: Chicago, IL area
- February 19 - 21, 2013: Orlando, FL area
- February 26 - 28, 2013: Portland, OR area
- March 5 - 7, 2013: Denver, CO area
- March 12 - 14, 2013: San Francisco, CA area
- March 12 - 14, 2013: Chicago, IL area
- March 19 - 21, 2013: Orlando, FL area
- March 26 - 28, 2013: Portland, OR area
- March 26 - 28, 2013: Houston, TX area
- March 26 - 28, 2013: Washington DC area
- April 2 - 4, 2013: Chicago, IL area
- April 16 - 18, 2013: San Francisco, CA area
- April 23 - 25, 2013: Washington DC area
- May 7 - 9, 2013: Chicago, IL area
- May 14 - 16, 2013: San Francisco, CA area
- May 14 - 16, 2013: Denver, CO area
- May 21 - 23, 2013: Orlando, FL area
- May 21 - 23, 2013: Washington DC area
- June 11 - 13, 2013: San Francisco, CA area
- June 18 - 20, 2013: Chicago, IL area
- June 25 - 27, 2013: Orlando, FL area
- June 25 - 27, 2013: Washington DC area
Visit the certification training page
Best training program I have attended in my career!"
Ryan L., May 2012
I've ever takenů Incredible instructors and
excellent material. Can't wait to use it!"
Kim P., August 2012
"This is the
best training that I have ever attended. Now I
understand what I need to do when I go back to the
office and start to immediately apply what I've
learned. Very organized and easy to follow. Great
online resource and USB and hard copies."
Tamaho Q., July 2012
Awesome!!! 5 stars!" Brenda M., December 2012
"Excellent course. Well worth the investment of time
and money. Excellent job!"
Sue A., July 2012
class - would recommend to anyone." Walt J., August
"This is one of the best programs I have attended.
Excellent faculty, outstanding material, and amazing
use of experiential learning techniques. Attention
to every little detail, comprehensive program,
material, great planning, outstanding facilitation."
P. Ravi S., November 2012
training, excellent content, extremely comprehensive
addressing of CM concepts & practical approach. Best
Panos P., December 2012
training class I have had in years. Goes way beyond
the strategy and framework and focuses on real world
problems and the tools to solve them."
- Jennifer J., April 2009 participant
"I gained so
many skills in such a short amount of time. This
training will impact not only my own ability to
manage change, but impact our larger organization."
- Kim W., January 2012
"This is the
best training class I've ever attended."
- Abby D., April 2011
the most effective and engaging course I've ever
taken. I feel that I can truly use this knowledge in
my personal and professional life immediately."
- Lisa S., February 2009 participant
exactly what I was hoping for - a hands on program
that would allow me to absorb the concepts by
relating them to a current business project."
- Lisa C., November 2010 participant
truly one of the most beneficial programs I have
ever attended - immediate application on the job!"
- Robin S., March 2009 participant
program absolutely over-delivered my expectations. I
now feel more prepared and better equipped to do my
- Paul S., January 2009 participant
Offerings for applying Prosci's change management methodologies:
- Prosci's site licenses are a great solution for building change
management capabilities and competencies throughout your
organization. With a site license, you can customize and integrate
Prosci's world-leading research and methodologies to fit your
organization and begin building the individual competencies
necessary for true change capability. Contact a Prosci Account
Manager at +1-970-203-9332 or firstname.lastname@example.org to discuss
your change management needs and how Prosci's research-based,
holistic, easy-to-use solutions can work for you.
Change management certification ($2800)- attend Prosci's 3-day
certification program where you bring your own current change
project to the session and learn to use Prosci's tools through
practical application - taught by former fortune 500 executives at
locations across the US - includes over $1000 in products, including
the Best Practices in Change Management benchmarking report, the
Change Management Toolkit and the Change Management Pilot Pro 2012
Train-the-trainer ($3500) - learn
how to teach Prosci change management training programs in your
- Onsite training
- bring Prosci to your location for 3-day certification programs,
4-6 hour executive briefings, 1-day manager programs or 1-day
employee programs - call +1-970-203-9332 for more information
Change Management Toolkit ($389) - hardcopy 3-ring binder presenting
the Prosci Change Management Methodology, includes templates, checklists
and assessments for managing the people side of change (includes USB)
Management Pilot Pro 2012 ($489) - online tool including the
Management Methodology, eLearning modules and downloadable templates,
assessments, presentations and checklists
Management Guide for Managers and Supervisors ($209) - tools to
help supervisors engage and coach their direct reports through
PCT Analyzer ($149/$349) -
web-based tool for collecting PCT Assessment data, analyzing
results, identifying risks and developing action steps
References and books:
Best Practices in Change Management benchmarking report
($289 / quantity discounts available) - journal-style report
with lessons learned and best practices from 650 participants, presented in an easy-to-use format - reads as
a checklist of what to do and what not to do
Change Management: the people side of change ($18.95 /
quantity discounts available) - a primer for anyone
involved in organizational change that addresses why manage change,
individual change management and organizational change management
ADKAR: a model for
change ($18.95 / quantity discounts available) - the definitive work
on the Prosci ADKAR® Model
Employee's Survival Guide to Change ($14.95 / quantity discounts
available) - a handbook to help
employees survive and thrive during change, answers frequently asked
questions and empowers employees to take charge of change
*** Prosci also offers
leadership packages - groupings of products at discounts that
offer you some of the most helpful and common combinations of Prosci
change management resources
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Email a Prosci analyst or
call 970-203-9332 with questions about the methodology, its application, or finding the
right resources to support your change management activities.