Prosci's PCT
TM Model
Module 1 of 4
The Prosci PCT (Project Change Triangle)
Model is a simple but powerful framework for showing the three critical
elements of any successful change effort. Prosci's PCT Model shows how a
successful change effort requires: Leadership/Sponsorship (the top of
the triangle), Project Management (the right corner) and Change
Management (the left corner). Since it was first released in July 2006,
Prosci's PCT Model has helped countless project teams and change
management professionals be more effective by understanding and
improving performance in each corner of the triangle.
This four-part tutorial series addresses:
- Module 1: The Prosci PCT Model
- Module 2: Prosci's PCT Assessment
- Module 3: Relationships between corners
- Module 4: Using the PCT Model to improve performance
Module 1 of the series presents an overview of the
Prosci PCT Model, including definitions of each of the corners. The next module
will present the PCT Assessment - ten questions for each of the three
corners of the triangle that enable you to evaluate the health of a
particular project or initiative. The third module looks at the
connections between all corners of the model - what connects
Leadership/Sponsorship to Project Management and Change Management, and
how are Project Management and Change Management connected. The final module looks at how you can
utilize the PCT Model and the PCT Assessment to evaluate and support the
health of projects and initiatives. The Prosci PCT Assessment is available
for purchase in the PCT
Analyzer - a web-based tool that allows you to collect
assessment data, analyze results, identify risks and develop targeted
next steps.
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Prosci's PCT Analyzer is a web-based tool that
allows you to collect PCT Assessment data from
people connected to your project, analyze
results, identify risks and
develop targeted next steps.
Learn
more |
Download user guide |
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Prosci PCT Model Overview
The Prosci PCT Model is shown
on the right.
The Project Change Triangle (PCT) has three corners that reflect
the critical elements necessary in times of change:
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Leadership/Sponsorship - providing governance,
strategy and
direction
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Project Management - targeting the "technical" side of
change
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Change Management - targeting the "people" side of
change
If a project is missing any of the three components, it will
struggle or fail. Without leadership and direction, a project will
struggle to remain a priority and can be lost in the confusion
of the other work going on in the organization. Without a solid
approach for the "technical" side, a project may not arrive at
the necessary solution. Without a solid approach for the
"people" side, an effective technical solution may not be
embraced and utilized fully or effectively by employees. All three elements
are necessary when an organization launches a project or
initiative.
The Prosci PCT Model is valuable for project teams and change
management professionals in a number of ways:
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Providing a context for the three crucial
elements of successful change
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Positioning of Change Management relative to
Project Management and Leadership/Sponsorship
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Evaluating health of an initiative by
assessing each of the three elements
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Evaluating organizational competencies and gaps
by looking at assessment results from multiple projects
Below are more complete definitions of each of the three
components of the Prosci PCT Model.
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Prosci PCT Model TM |
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Leadership / Sponsorship
The top corner of the PCT Model is Leadership/Sponsorship.
This corner is responsible for providing the
direction and
governance for the
project or initiative. The project team, change management team,
managers, supervisors and employees all look to leadership in
the organization to understand why a change is happening, how it
aligns with the direction of the organization and why it is a
priority.
Leadership and sponsorship play a key role in
authorizing and
legitimizing a change. From
a logistical standpoint, this includes providing the resources
and funding necessary for a project or initiative. However,
individuals in the organization will also look to this role to
evaluate the commitment to
the change. Employees need to know that the organization is
committed to making the change happen. They also want to see a
personal commitment from leaders to validate investing the time
and energy to make a change.
In terms of the model, the Leadership/Sponsorship corner
plays a role at two levels - the
organizational level and the
project level. At the organizational level,
leaders are responsible for creating the vision and strategy for
where the organization is heading. At a project level, leaders
must show how the particular project or initiative aligns with
and supports the direction of the organization.
Leadership/Sponsorship must be involved with both
decisions and
actions for a change to be
successful. The decisions senior leaders make are tied to the
connection between the Leadership/Sponsorship and Project
Management corners of the PCT Model, while the actions of senior
leaders make up the connection between the
Leadership/Sponsorship and Change Management corners of the PCT
Model. These relationships are explained in a later tutorial.
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Project Management
The left corner of the PCT Model is Project Management. This
corner is focused on the "technical" side of a project or
initiative - designing and developing the specific changes to
processes, systems, tools, organizational structures and job
roles. The first aspect of this corner is to
fully define the
change - going beyond a simple vision or goal to a real,
concrete definition of what specific changes will be occurring.
Establishing scope and
objectives are also important activities
that occur in the Project Management corner of the model.
In addition to the complete and clear definition, this corner
of the PCT Model includes what you might be more familiar with
in terms of Project Management. Managing the
tradeoff between
the time, scope and cost of the project or initiative certainly
falls in this corner of the model.
The Project Management corner of the PCT Model also includes
the more discrete management of the resources,
tasks and
activities that will be completed as part of the "technical"
side of the project or initiative. Creation of schedules,
milestones, work breakdown structures - and the many other tools
used by project managers - fall into this corner. Additionally,
the assignment of a project manager and the acquisition of the
resources necessary to design and develop the solution are part
of the Project Management corner of the model.
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Change Management
The bottom right corner of the Prosci PCT Model is Change
Management - the application of the tools, processes, techniques
and principles for managing the "people" side of the project or
initiative to achieve a desired outcome. While the Project Management corner is focused on
the tasks related to designing and developing a solution, the
Change Management corner's focus is how to encourage employees
to embrace and
adopt that solution. Many times, this corner is
what is missing when a project is implemented and meets technical
requirements, but does not deliver the ultimate value to the
organization.
The tools, processes, techniques and principles that make up
Change Management are aimed at helping each
impacted employee
move from their own personal current state to their own personal
future state. It is individuals changing how they do work that
ultimately results in a project or initiative delivering value
to the organization. There are many characteristics of the
individual current state and individual future state that can
impede or inhibit successful change - the Change Management
corner of the PCT Model provides a systematic approach to
addressing these issues.
Effective Change Management requires both an
individual and
an organizational perspective. The individual perspective
answers the question: How does one person make a change
successfully? Prosci's ADKAR® Model
describes the five building
blocks of successful individual change: Awareness, Desire,
Knowledge, Ability and Reinforcement (read more about
ADKAR).
The organizational perspective answers the question: What do
change management practitioners do to support individual change?
Prosci's 3-Phase Process includes specific activities for
Phase 1 -
Preparing for change, Phase 2 -
Managing change and Phase 3 - Reinforcing change (read more about
the
3-Phase Process).
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The center of the triangle
It is important to notice what is in the middle of the triangle in
the Prosci PCT Model. In the end, the bottom
line is truly the bottom line. Meeting project objectives,
finishing on time and on budget, and realizing the expected Return on
Investment are why a project or initiative is launched in the first
place. Leadership/Sponsorship, Project Management and Change Management
are the means that enable an effort to achieve its intended results -
delivering on the center of the triangle. You might ask yourself, how
well have I defined the center of the triangle?
The Prosci PCT Model establishes a framework and context for what you
need in order to succeed at change within the organization. In the
next tutorial, you will be able to assess how well your current change
is doing in each area of this model.
Prosci PCT Model TM
Coming next: The Prosci PCT Assessment and how to analyze (and
understand) the results
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The Prosci PCT Analyzer
enables you to: 1) collect data on leadership/sponsorship, project management and
change management from your project team; 2) analyze
results, including averages and score distributions;
3) identify risks and weaknesses; and 4) develop
targeted, specific next steps to position your
project for success. Learn more about the
PCT
Analyzer. Collect PCT Assessment data from
people connected to your project and evaluate
progress over time on your projects.
With the PCT Analyzer, you can begin collecting data
in just a few clicks and learn from an extensive
database that provides discussion, consequences and
next steps based on your results.
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Prosci Change Management Certification
Program highlights:
- Apply the methodology as you learn it on a
real project
- Learn from experienced master instructors
- Become part of a change management community
- Earn 2.4 CEUs, 24 PDUs and 19.75 HRCI
recertification credits
- Walk away with products and course materials
worth over $1000
Download the certification program brochure
Upcoming sessions:
- April 13 - 15: Denver, CO area
- April 20 - 22: Las Vegas, NV area
- May 11 - 13: Denver, CO area
- May 18 - 20: Washington, DC area
- May 25 - 27: Tampa, FL area
- June 8 - 10: Denver, CO area
- July 13 - 15: Washington, DC area
Visit the certification training page
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“The best
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
“This was
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
“Awesome -
truly one of the most beneficial programs I have
ever attended - immediate application on the job!”
- Robin S., March 2009 participant
“This
program absolutely over-delivered my expectations. I
now feel more prepared and better equipped to do my
job.”
- Paul S., January 2009 participant |
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Offerings for applying Prosci's change management methodologies:
Training:
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Change
management certification ($2100) - 3-day program where you bring
a project you are working on and apply all of the assessments and
tools as you learn them - 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 2010
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Train-the-trainer ($2400) - 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 ($349) - hardcopy 3-ring binder presenting
Prosci's change management methodology, includes templates, checklists
and assessments for managing the people side of change (includes USB drive)
- Change
Management Pilot Pro 2010 ($449) - online tool including Prosci's change
management methodology, eLearning modules and downloadable templates,
assessments, presentations and checklists
-
Change
Management Guide for Managers and Supervisors ($189) -
tools to help supervisors engage and coach their direct reports
through change (includes 4 copies of the Employee's Survival Guide)
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PCT Analyzer ($149/$349) -
web-based tool for collecting PCT Assessment data, analyzing
results, identifying risks and developing action steps
References and books:
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Best Practices in Change Management benchmarking report
($249 / quantity discounts available) - journal-style report with lessons learned and best practices
from 575 participants, presented in an easy-to-use format - reads as
a checklist of what to do and what not to do
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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
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ADKAR: a model for
change ($18.95 / quantity discounts available) - the definitive work
on Prosci's ADKAR® Model
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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
Email this page to a friend
Email a Prosci analyst or
call +1-970-203-9332 with questions about the methodology, its application, or finding the
right resources to support your change management activities.
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