Change Management Learning Center

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Prosci open enrollment Change Management Webinars are an exciting forum to learn from change management experts, share your own experiences and discuss cutting edge change management issues with peers. The webinars are a great first step toward effectively managing change. Each session lasts 60 minutes with up to an additional 30 minutes dedicated to question and answer. Email a Prosci webinar analyst or call 970-203-9332 with questions. All times are expressed in the Eastern Time Zone of the United States (New York time).

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Current series
Cost-benefit analysis for change management February 8 & 9, 2012 Although a greater recognition of the need for change management has been a growing trend identified by study participants in recent years, many practitioners still find themselves working to justify the value of change management. In this webinar, learn how to conduct a cost-benefit analysis for change management and position change management as a must have rather than a nice to have. See the latest data on the cost components of change management and five benefit perspectives you can use immediately on a project. Agenda: Definition The cornerstone - benefits realization Cost components of change management Benefit perspectives of change management	Integrating change management and project management February 22 & 23, 2012 For changes to succeed, structured approaches are need for both the technical side of the change (through project management) and for the people side of the change (through change management). These two complementary disciplines share a common objective - to improve the performance of the organization by implementing a change. However, bringing these two disciplines together can sometimes be challenging. This webinar looks at how to integrate change management and project management across a number of dimensions to deliver a unified solution for benefit realization. Agenda: Foundation + Project management + Change management Dimensions of integration + People + Process + Tools + Methodologies + Results and outcomes Some interesting questions to consider
Five levers of change management February 29 & March 1, 2012 While the ultimate goal of change management is to enable individuals to successfully move from their own current state to their own future state, change management practitioners use a variety of tools at an organizational level to manage the change of large scale projects. This webinar presents the five levers or tools that change management practitioners use to bring about individual change: communications plan, sponsor roadmap, coaching plan, training plan and resistance management plan. Learn what the best practices research tells us about each of the five levers available to change management practitioners. Agenda: Change management process overview Communications plan Sponsor roadmap Coaching plan Training plan Resistance management plan The end result	Applying the Prosci ADKARŽ Model March 7 & 8, 2012 The Prosci ADKARŽ Model describes the five building blocks of successful change at the individual level. In times of change - whether at home, in the community or at work - individuals need Awareness, Desire, Knowledge, Ability and Reinforcement to successfully make a change. This webinar presents the Prosci ADKAR Model and six applications of the model for change management professionals. Agenda: The Prosci ADKARŽ Model + Awareness + Desire + Knowledge + Ability + Reinforcement Applying ADKAR + Six applications
Effectively positioning change management March 14 & 15, 2012 The term "change management" can mean many different things to many different people. This webinar is about how to position change management - managing the people side of change - in relation to success on projects and for the organization. With a more clear understanding of change management's definition and scope, you will be in a better position to support successful change in your organization. We will examine the definition of change management and the three distinct clauses that form the definition. We will also look at Prosci's taxonomy for scoping change management to see what is in and what is out of the scope of change management. Finally, we will examine how you can have effective what is change management discussions with a variety of audiences. Agenda: Importance of definition and scope Positioning change management + Setting the stage + change vs change management Definition Scope Having the what is change management discussion	NEW - Insights from Proscis new benchmarking study March 21 & 22, 2012 In 2012, Prosci will release the seven edition of the benchmarking report Best Practices in Change Management. The seventh edition combines findings from the latest round of research with 650 participants and findings from the previous studies to create the most comprehensive body of knowledge available on managing the people side of change. Find out what hundreds of change management practitioners say you must do, and must not do, to drive success on your projects and initiatives. Note: the 2012 edition of Best Practices in Change Management is expected to be available for purchase the first week of March 2012. Agenda: Research foundation New structure New topics and data Study participant profile Insights and highlights
Complete session descriptions
Managing resistance Resistance is a natural human reaction to change. In fact, recent research indicates that it is actually a physiological response. However, there are approaches you can use to address and mitigate resistance. When introducing organizational change, you should expect and be prepared for resistance. This webinar presents key benchmarking findings and tips for managing resistance. Agenda: Resistance foundation Resistance prevention Proactive resistance management Reactive resistance management	Change Management Scorecard Measuring the impact of change management is a hot topic for many change management professionals. This new webinar will introduce Prosci's Change Management Scorecard - an approach for evaluating the effectiveness and impact of change management work on a project or initiative. By looking at two sides of change management effectiveness a process and activity audit and an outcome audit practitioners will be able to evaluate how well change was managed on a given project or initiative. Agenda: Change management foundation Scorecard foundation Process and activity audit Outcome audit
Cost-benefit analysis for change management Although a greater recognition of the need for change management has been a growing trend identified by study participants in recent years, many practitioners still find themselves working to justify the value of change management. In this webinar, learn how to conduct a cost-benefit analysis for change management and position change management as a must have rather than a nice to have. Definition The cornerstone benefits realization Cost components of change management Benefit perspectives of change management	Change saturation and portfolio management Change saturation is becoming a reality for many organizations where the amount of change is so high that it is negatively impacting individuals, project outcomes and organizational performance. In this webinar, examine why change saturation is occurring. See process-based approach for understanding the portfolio of change and its cumulative and collective impact on employees. Change saturation What it is Why it happen What are the consequences Prosci Change Portfolio Management Process
Prosci Methodology Methodologies provide structure and purpose to a discipline. A change management methodology provides an intentional approach for managing the people side of a project or initiative. This webinar presents Prosci's Change Management Methodology. In the webinar, learn about the Prosci ADKARŽ Model for individual change management and the Prosci 3-Phase Change Management Process for organizational change management. Learn how the fusion of individual and organizational change management is necessary to drive project results and outcomes. Methodology foundation Individual change management Organizational change management Putting the pieces together	Roles in change management Change management is not done by one person, or even by a team. Effective change management requires involvement and action by leadership and management throughout an organization. In this webinar, learn about the five roles in change management including the employee-facing roles and the enabling roles. Understand why the unique responsibilities of each role and why each is important in driving successful change. Focus of change management as the foundation of roles Change management roles 5 roles Why are they important What do they do
Prosci PCT Model The Prosci PCT Model (Project Change Triangle) describes the three essential elements of successful projects and initiatives - Leadership/Sponsorship providing governance and direction, Project Management addressing the technical side of change and Change Management addressing the people side of change. In this webinar, learn how to apply the model and complete a real-time assessment to determine your project health and where you need to focus energy. Foundation of the Prosci PCT Model Definitions Assessment Applications PCT Analyzer	Integrating change management and project management For changes to succeed, structured approaches are needed for the technical side of the change (through project management) and for the people side of the change (through change management). These two complementary disciplines share a common objective - to improve the performance of the organization by implementing a change. However, bringing these two disciplines together can sometimes be challenging. This webinar looks at how to integrate change management and project management. Foundation Project management Change management Integrating the disciplines From a tool set perspective On a project perspective At a methodology level For the organization Thought provoking questions
The case for change management Begin with the end Reframing how we view changing Putting people into the equation Three people side factors Correlation data What if we dont manage the change?	The five levers of change management Change management process overview Communications plan Sponsor roadmap Coaching plan Training plan Resistance management plan The end result
NEW - Change Management Scorecard Change management foundation Scorecard foundation Process and activity audit Outcome audit	Effectively positioning change management Importance of definition and scope Positioning change management Setting the stage change vs change management Definition Scope
Cost-benefit analysis for change management Definition Cost components Benefit perspectives Three "people side" ROI factors Cost avoidance Risk mitigation Benefits realization insurance Probability of meeting objectives	Change management myths Foundation of myths Five common change management myths, sources and how to address Im responsible for the hard side of the project, not the soft stuff. We are introducing change and managing the project, so arent we managing change? I have a communication plan, isnt that enough? We assigned a change management resource for the project, isn't that enough? Our project is struggling, change management is the silver bullet.
Prosci Change Mgmt Methodology Methodology foundation Individual change management Organizational change management Putting the pieces together	Integrating change mgmt and project mgmt Foundation: Project mgmt and Change mgmt Integrating Resources: Who does the work Integrating Tasks: Sequencing the work A warning on integration
ROI and change management measurement Cornerstone Project ROI stage setting ROI of CM Model Measurement Model Three ROI of CM perspectives	Overview of Prosci training offerings Prosci background Training offerings: Certification; Sponsor program; Manager program; Employee program; Advanced change management; Train-the-trainer Intended audience, objectives, structure and materials Conclusion
Roles in change management Focus of change management: As the foundation of roles Change management roles 5 roles Why are they important What do they do	Importance and role of sponsors Why sponsors are important Sponsor roles Sponsor mistakes Using ADKAR with sponsors
Importance and role of managers and supervisors Why managers are critical during change Context for the manager engagement Prosci process for managers and supervisors Benchmarking results	Change Mgmt Job Description What is the role of the change management specialist or consultant in the organization? The Change Management Office
Connecting change mgmt to business results P-P-P-P exercise States of change Correlation data Measurement	Selling change management into the organization Making the case for applying change management Targeting the different audiences in the organization Creating unique, customized and compelling value propositions
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Highlights from 2009 benchmarking study Study foundation Key findings What they mean to you	Holding a Best Practices Roundtable What is a Best Practices Roundtable? Who should hold a Best Practices Roundtable? What does Prosci provide? Outline of Discussion Guide Overview of report How do you get started?
Top trends in change management Study foundation Top ten trends What they mean to you	Change saturation and portfolio management Change saturation What it is Why it happen What are the consequences Prosci Change Saturation Model Prosci Change Portfolio Management Process
Defining change mgmt, project mgmt and "the change" Understand how change mgmt and project mgmt are two distinct tools used to support change implementation See how the two are separate but integrated How to help others see the difference	Seven principles of change management Prosci's seven foundational principles How to apply them How they can make you a better manager even if you are not part of a formal change management program
Prosci PCT (Project Change Triangle) A model that describes the three key components of successful projects: Leadership, Project management and Change management Includes project assessment	Best practices audit - how do you score? Top 5 contributors to success What do they mean to your projects? How well are you performing?
Applying ADKAR - A model for change The need for an individual change management model ADKAR - building blocks of successful change Six applications of Prosci's ADKAR Model	Change as a process The three states of change - current state, future state and transition How individuals and organizations experience change Steps to improve the outcome of the transition and future state
Managing resistance Resistance foundation Resistance prevention Proactive resistance management Reactive resistance management	Positioning to Succeed A checklist of 'must do' activities for managing change A look at how managing change impacts project ROI Suggestions for using the checklist on current and upcoming projects
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Change saturation Saturation foundation What it is? Why it happens? What are the impacts? Prosci Change Saturation Model Managing saturation	Change Portfolio Management Need for portfolio management Conceptual build Prosci Change Portfolio Management Process Change Portfolio Toolkit
Elevator speeches Basics of effective elevator speeches The what question The why question How you tell a story that matters	PCT Application Taking the PCT assessment to the next level From a group Over time Across the organization
Project ECM (Enterprise Change Management) Project ECM: a change and a project Current state of Project ECM Future state of Project ECM Transition state of Project ECM	Positioning to Succeed A checklist of 'must do' activities for managing change A look at how managing change impacts project ROI Suggestions for using the checklist on current and upcoming projects
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Change management planning for 2008 Framework for evaluating organizational readiness to manage upcoming changes Evaluate: Change management needs, Project positioning, Change management readiness	ROI of change management The three human factors that constrain a project's ROI Speed of adoption Ultimate utilization Proficiency Graphs to illustrate the impact of poorly managed change
Top 10 best practice insights Highlights from our latest benchmarking study with 411 participants from across the globe What is working and what is not working What teams would do differently on their next project Special findings from the most recent study	2007 Best Practices study insights Study background Participant profiles Key insights and what they mean

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