Managing Change

We use the Prosci Change Management methodology which is developed based on research with over 3,400 participants over the last twenty years. What is unique about the methodology is that it comes from real project leaders and teams reflecting on what worked, what did not and what they would do differently on their next project.

Key Benefits of Effective Change Management

Our Change Management Specialists help to:

  • Avoid the additional and excessive costs the organization will incur without adequately managing the people side of change.
  • Mitigate the additional and excessive risks that the organization will take on without adequately manage the people side of change.
  • Reduce the impact that change has on an organization, its culture, its people, and its ability to fulfill its vision and mission by developing and implementing change management plans including communications, sponsor road maps, coaching, employee resistance management, coaching, mentoring and training plans
  • Provide tools, assessments and resources that facilitate clearer and more consistent communication, growth and development
  • Encourage leadership to value their employees and to not only engage them in the change process but to also promote a culture that is engaged
  • Develop deployment activities creating and customizing documentation, training materials and conducting train the trainer workshops
  • Proactively collect feedback, listening to leaders, employees, project managers to anticipate resistance, identifying gaps and proposing corrective procedures to reinforce successful change initiatives



Individual change management means understanding how one person successfully makes a change. Organizations don’t change, individuals do. No matter how large of a project you are taking on, the success of that project ultimately lies with each employee doing their work differently, multiplied across all of the employees impacted by the change.
Effective change management requires an understanding for and appreciation of how one person makes a change successfully. Without an individual perspective, we are left with activities but no idea of the goal or outcome that we are trying to achieve.

Organizational change management understands what tools we have to help individuals make changes successfully.  The discipline of project management has a set of recognized tools that support its execution: project charter, statement of work, work breakdown structure, schedule, etc. Similarly, change management has a set of tools that support the project Manager and insures successful change for the organization.
While change happens one person at a time, there are processes and tools that can help facilitate this change across groups and organizations. Without a structured approach, change management tools can be limited to only communication and training. When there is an organizational change management perspective, a process emerges for how to scale change management activities and how to use the complete set of tools available for project leaders and business managers.