Successful change management with Prosci
Feb 16, 2022 | Peter Linke 6 min read

Content

The only constant is change.

This popular saying is true for many areas in life as well as for today’s business world. Take smaller projects for example, like implementing a new software, or the digital transformation of entire companies – change happens everywhere and all the time. What varies is the scope. Modern technologies play an important role, but that doesn’t mean all change is limited to technological developments.

The way how people work changes, too. Therefore, it’s a logical consequence that by now there are different ways how to approach these changes – some more scientific than others. We can summarize them as change management.

What does change management mean?

Change management refers to handling those changes in a company that directly affect employees.

Employees are the key to successfully implementing change processes.

Change management is more than just informing your employees about upcoming changes, e.g. the implementation of new software. It means to equip them with knowledge and (digital) tools, and to enable them to stick to new workflows permanently.

The Prosci® methodology supports with developing and implementing change management strategies.

What is Prosci®?

The term Prosci is composed of the first letters of the words “professional” and “science.”

The current Prosci® methodology has its origin in a study Jeff Hiatt conducted with his organization which is also named Prosci. The goal was to find out why some change projects in companies are less successful than others. He came to the conclusion that the behavior of the employees – being the ones that are actually responsible for realizing change – is imperative. No matter how great the chosen technologies are or how well structured the projects, if the employees are hesitant or don’t adopt change at all, it cannot bring the success the company aimed at.

Ever since, Jeff Hiatt and his team have kept analyzing the transformation processes of organizations. The three components of the Prosci® methodology are built on this research.

3-Phase Process

The 3-Phase Process dictates the overall structure of each change project.

  • In phase 1, the preparation, you define the goals as well as the approach, and develop an aligning strategy.
  • In phase 2 the change strategy comes to life and can be adjusted if necessary.
  • Phase 3 is about tracking and measuring results to sustain the change permanently.

Prosci Change Triangle

The Prosci Change Triangle is one of the two foundational models of the Prosci® methodology alongside the ADKAR® model. It describes the three pillars of a successful change effort that figuratively carry the success.

Sketch_Prosci Triangle_EN
Source: prosci.com; adapted by proMX

It is important to define success. That means to clearly state the reasons and the goals of the aspired change.

The leadership, that can be the CEO or the change manager, initiates and leads the changes. They make sure that the change initiatives are aligned with the general course and the values of the organization.

The project management takes care of the technical side of the change. They are responsible for delivering the right technologies within the constraints of time, cost and scope.

The change management – as mentioned above – oversees the people side of change and guides the employees.

ADKAR® model

ADKAR is an acronym that consists of the initials of the five terms Awareness, Desire, Knowledge, Ability and Reinforcement. They describe the stage each and every employee needs to achieve in order for change to be successful company wide.

A
Awareness
All employees need to be aware that change is necessary. That is the basis for any further change efforts. Everyone involved needs to understand the reasons and motives. To help them recognize the necessity for change, you should take an approach from two angels: On the one hand, point out the individual advantages the new will bring each employee. On the other hand, explain the risks and disadvantages of not changing.
DDesireOnce the employees are convinced on a rational level, it is time to address their emotional side. Everyone in the company needs feel a desire to change. When an intrinsic motivation exists, it is a lot easier to deconstruct resistance and fear.
K
Knowledge
Now that the employees are on board, they need to get to know what is new and learn how the change is to be implemented. In this stage you or your change management partner need to introduce new technologies, provide trainings and coaching.
A
Ability
This theoretical knowledge must now be transferred into their usual working day and become practical abilities. The employees need to internalize what they have to do differently in their personal daily doing. More trainings might be necessary here, but first and foremost this stage takes time and a lot of practice.
R
Reinforcement
To make all that was newly acquired before stick, the changes need to be reinforced regularly. That entails corrections in case employees fall back into old patterns or don’t fully comply to new processes. Equally – if not more – important is it to recognize the employees’ achievements and praise them.

Prosci® in action

proMX is a Prosci® Certified Change Practitioner. That means we don’t just have the knowledge, but also the (digital) tools and resources to realize change according to all three components – the 3-Phase-Process, the Prosci Change Triangle and the ADKAR® model.

We can apply all that flexibly and adapt it to the situation at hand. Our practical experience with digital transformation of companies of different sizes and industries and the accompanying change management are of great use here, too.

We are perfectly equipped to guide you through your change projects. Contact us for a free consulting session.

Answering