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The case for change management
Fill-in-the-blanks

 

As the new year begins, most of you are involved in projects that impact how people do their jobs. While the data is quite clear that your projects will be more successful if they apply change management, you may still find yourself working to justify change management to project team members and senior leaders in your organization. Below is a template for making the case for change management by directly linking to the outcomes and objectives of the project you are supporting.

 

A "fill-in-the-blanks" approach to pitching change management

As you know, we are currently working on the [ insert project name ] project. This project has been launched in order to [ insert vision or mission of project ]. In designing and launching the project, we have established [ insert number ] specific objectives:

1. [ insert objective 1 ]

2. [ insert objective 2 ]

3. [ insert objective 3 ]

4. [ insert objective 4 ]

n. [ insert objective n ]

As we analyzed these objectives, we’ve noted that [ insert number ] of the objectives are directly dependent on employees embracing and adopting a specific change to how they do their work. For example, [ insert one specific objective ] requires [ insert a specific groups ] to begin [ insert the specific behavior, process, workflow, or tool/technology change ]. Likewise, [ insert another objective ] will only be achieved if [ insert another specific group ] changes how they work by [ insert the specific change to behavior, process, workflow or tool/technology ].

In the end, [ insert project name ] is not a technology or process change, it is ultimately a change to how our employees work and we need to focus on this people side of change.

Our success at achieving our stated objectives is tied directly to how well we support individual employees in making their own changes. While we have dedicated tremendous effort to designing a great technical solution, we have not applied the same rigor and structure to ensuring our employees are ready and capable to embrace, adopt and utilize the changes that are required of them.

Ignoring the people side of [ insert project name ] results in additional costs and risks for the project. At the project level, failing to apply change management results in project delays and missed milestones. We are more likely to run over budget, and the data shows that addressing the people side of change too late in the project lifecycle results in more rework. The project is likely to face more resistance, both active and passive. At the organizational level, we run the risk of productivity plunges, loss of valued employees and morale declines associated with our history and legacy related to change.

There is an increasing amount of data showing that the success of a project is directly connected to how well the people side of the change is managed. Based on the latest benchmarking data from Prosci, a leader in change management research and development, only 17% of respondents with poor change management met or exceeded project objectives. 49% of those with fair change management met or exceeded objectives, while 80% with good change management met or exceeded objectives. 95% of the study respondents with excellent change management programs met or exceeded project objectives. There is a direct and undeniable correlation between change management effectiveness and meeting objectives. Furthermore, there is a direct correlation between change management effectiveness and the ability to stay on schedule and on budget. If we are able to increase change management effectiveness on our projects by providing resources and applying a structured methodology, we can increase the likelihood that [ insert name of project ] will be successful and that we will realize the benefits we set out to achieve.

Without providing the support our employees need to make these changes, we run the risk of installing a solution that does not deliver the results we need. To increase the likelihood of success and ensure that the project delivers the results and outcomes we need, we need to apply a structured approach for helping employees embrace and adopt the change. We need change management on [ insert name of project ].

 

Takeaways for practitioners

  1. Link the case for change management directly to the results and outcomes the project has set out to achieve. Show how objectives depend on individual adoption.

  2. Be specific! Your case is more compelling when it is specific.

  3. Capture both the "upside" and the "downside." The upside relates to the likelihood that the project realizes benefits. The downside relates to additional costs, risk and inefficiencies from poorly managing the people side of change. A compelling case addresses both.

  4. Be clear about what you want. Conclude your case by making a specific request - whether that is for resources, budget or specific messaging about the importance of change management.

 

 

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"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.”
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Offerings for applying Prosci's change management methodologies:

Licensing:

  • 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 changemanagement@prosci.com to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.

Training:

  • 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 organization
  • 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

Methodology tools:

  • 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)
  • Change Management Pilot Pro 2012 ($489) - online tool including the Prosci Change Management Methodology, eLearning modules and downloadable templates, assessments, presentations and checklists
  • Change Management Guide for Managers and Supervisors ($209) - tools to help supervisors engage and coach their direct reports through change
  • 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.

 

 


 

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