AN INTRODUCTION TO
An Introduction to Change Management
TABLE OF CONTENTS
Welcome 3
Why Change Management 4
What is Change Management 7
Change Management for Individuals 9
Change Management on Projects 12
Change Management for Organizations 14
Benefits and Results of Change Management 16
The Next Step 17
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An Introduction to Change Management
Welcome!
The change landscape is full of initiatives that are on time, on budget,
and meet technical requirements but do not deliver expected results and
outcomes. The gap between requirements and results? Ensuring that
employees effectively adopt and use the change being introduced. This is
the reality of change and the reason for change management.
Change management is a structured and intentional approach to support
people through change. It prepares, equips, and supports individuals
through the changes to their jobs. With a dedicated focus on mobilizing
adoption and usage, change management supports holistic and
successful change.
Over the last two decades, the discipline of change management has
grown and evolved. This guide provides a solid foundation covering the
what, why and how of managing the people side of change to deliver
results. Prosci, the world leader in change management research and
development, is here to help you and your organization improve change
outcomes through people.
Thank you!
Tim Creasey,
Chief Innovation Officer
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An Introduction to Change Management
WHY CHANGE MANAGEMENT
We are living in a time of great change. To survive and thrive,
organizations must successfully manage large and complex change
at increasingly rapid rates. Unfortunately, many organizations leave
project success to chance.
Change Management Increases the Likelihood of Success
Even when, organizational changes meet technical requirements and
milestones, they can still fail to deliver results and benefits. What’s missing?
The people who bring these changes to life in their day-to-day work. Your
initiatives can impact the following aspects of an individual’s job:
PROCESSES
ATTITUDE
TOOLS
LOCATION
BELIEF
CRITICAL PERFORMANCE
BEHAVIORS
COMPENSATION
MEASURES
SYSTEMS REPORTING
STRUCTURE
JOB ROLE
MINDSET
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An Introduction to Change Management
The success of your initiative depends on how individuals in the
organization embrace and adopt these changes.
The data are abundantly clear. The better we apply change
management, the more likely we are to meet project objectives.
Percent of Projects That Met Objective
INITIATIVES WITH EXCELLENT CHANGE
MANAGEMENT ARE 6 TIMES MORE LIKELY TO MEET
OBJECTIVES THAN THOSE WITH POOR CHANGE
MANAGEMENT. 1
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An Introduction to Change Management
76% of CEO s
said that their ability to
adapt to change will be a key
competitive advantage.2
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An Introduction to Change Management
WHAT IS CHANGE MANAGEMENT
Change Management: the application of a structured process
and set of tools for leading the people side of change to achieve
a desired business outcome.
Change management is both a process and a competency:
Change Management as a Process
Effective change management follows a repeatable process and uses a
holistic set of tools to drive successful change.
Change Management as a Competency
As a competency for leaders, change management is a set of skills
that enables change and creates a strategic capability for increasing
organizational effectiveness.
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An Introduction to Change Management
Change Management Happens at Three Levels
across an
enterprise
on a project
ORGANIZATION
for individuals
• For individuals: to enable people’s success by supporting them
through their personal change journey
• On a project: to increase outcomes and return on investment by
driving adoption and usage
• Across an enterprise: to deliver strategic intent, mitigate saturation
and improve agility by embedding change management
Change management at any level ultimately focuses on how to help
employees embrace, adopt and utilize a change in their day-to-day work.
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An Introduction to Change Management
CHANGE MANAGEMENT FOR
INDIVIDUALS
For an organization to successfully change, individuals need to change.
The success of each project ultimately lies with each impacted employee
doing their work differently.
Prosci’s model of individual change is called the Prosci ADKAR ® Model,
an acronym for awareness, desire, knowledge, ability and reinforcement:
A Awareness of the need for change
D Desire to participate and support the change
K Knowledge on how to change
A Ability to demonstrate new skills and behaviors
R Reinforcement to sustain the change
THIS IS THE CORE OF EFFECTIVE CHANGE MANAGEMENT:
LEVERAGING CHANGE MANAGEMENT ACTIVITIES AND
SKILLS TO DRIVE INDIVIDUAL TRANSITIONS
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An Introduction to Change Management
Use the Prosci ADKAR Model to:
• Facilitate change with an individual
• Create a common language for change
• Empower managers
Have you ever been asked to make a change when you didn’t
? know why a change was needed? How did that make you feel?
Awareness is the first milestone of the Prosci ADKAR Model.
Knowing why a change is being made, the nature of the change,
and the risk of not changing are key for a successful change.
A change is only successful when every impacted employee has
reached the five milestones of the ADKAR Model.
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An Introduction to Change Management
9 out of10 executives
said organizational
agility was critical to
business success.3
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An Introduction to Change Management
CHANGE MANAGEMENT ON PROJECTS
While change happens one person at a time, project-level change
management can help facilitate this change across groups. The Prosci
3-Phase Change Management Process guides leaders through the phases
of change management activity during a project.
Prosci 3-Phase Change Management Process
Phase 1. Preparing for change
The first phase in Prosci’s methodology helps change and project teams
prepare for designing their change management plans. It answers
questions like:
• “Why are we making this change?”
• “Who is impacted by this initiative and in what ways?”
• “Who are the sponsors we need to involve to make this successful?”
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An Introduction to Change Management
Phase 2. Managing change
The second phase advances individuals through change as described in
the ADKAR Model by:
• Creating the communication, sponsor, training, coaching and
resistance management plans
• Integrating change management and project management
• Executing the plans to drive adoption and usage
Phase 3. Reinforcing change
The third phase focuses on sustaining the change over time:
• Measuring performance and celebrating success
• Identifying and addressing root causes of resistance
• Transitioning the project to day-to-day operations
Think about a project at your organization. What percentage of
? its benefits depend on people changing the way they work? Do
you have the support in place to help them make this change?
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An Introduction to Change Management
CHANGE MANAGEMENT FOR
ORGANIZATIONS
To be successful in an environment of rapid, concurrent and continual
change, organizations must grow their change capability. A mature
change capability means:
• Change management is the norm on projects and
initiatives
• Common change management processes and tools
are consistently and constantly applied throughout the
organization
• People from the very top of the organization to the front
line know and fulfill their roles in leading change
Making change management a core capability brings impressive project
success across the organization and builds your organization’s capacity
to embrace and succeed at constant change.
Would your organization benefit from developing change
? competency? How would this improve your success and help
manage change saturation?
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An Introduction to Change Management
6x more
likely to achieve project
objectives with excellent
change management.4
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An Introduction to Change Management
BENEFITS AND RESULTS OF
CHANGE MANAGEMENT
6X
MORE LIKELY TO
5X
MORE LIKELY TO
2X
MORE LIKELY
ACHIEVE PROJECT STAY ON OR AHEAD TO STAY ON OR
OBJECTIVES OF SCHEDULE UNDER BUDGET
With an embedded change management capability:
Organizations had 2 x more successful projects
With excellent change management, employees:
Adopt changes faster, more completely and more proficiently
Stay engaged in the organization during disruptive change
Understand why the change is happening
Have the time and tools to get on board and feel heard and supported
Research from the Prosci Best Practices in Change Management report.
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THANK YOU!
THE NEXT STEPS
Get Change Management Certified
Join the 45,000 Prosci-certified change practitioners who are equipped
with everything they need to apply change management on a project
and gain the most requested and sought-after change management
certification in the discipline.
Bring Change Management to Your Organization
Is your organization considering embedding change management? Call
a Prosci Solutions Architect to define your organization’s goals, assess
your current state of change management capability, and create a plan
to drive your organization forward.
Want to talk?
We’re here to help!
Call us today at +1 970 203 9332
or email [email protected]
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