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
ORGANIZATIONAL CHANGE BEGINS WITH MANAGING INDIVIDUAL CHANGE
Change is often a complex and difficult process—and it’s inevitable. The most commonly cited reason for project failure is problems with the people side of change. Yet organizations often invest more in the technical side of change than in leading impacted people through times of change.
The first step in managing any type of organizational change is understanding how to manage the change that a single individual is experiencing. Driving successful change in individuals and organizations requires new thinking, new models for change, and new tools.
The Prosci ADKAR Model is proven to help organizations achieve the greatest benefits from their change initiatives.
The model is a goal-oriented tool that guides individual and organizational change. Created by Prosci founder Jeff Hiatt, ADKAR is an acronym that represents the five tangible and concrete outcomes that people need to achieve for lasting change:
By outlining the goals and outcomes of successful change, the ADKAR Model is an effective tool for planning change management activities, equipping your leaders facilitating change, and supporting your employees throughout the change.
A Model Based on Change Management Best Practices
Focus on Driving Individual Change
Allows leaders and change management teams to focus their activities on what will drive individual change and achieve organizational results.
Delivers clear goals and measurable outcomes for change management activities.
Provides a simple, easy-to-use framework for everyone involved in managing change.
Common Change Language
Gives employees, managers and senior leaders alike a common language to describe and discuss change together.
ROLE-BASED TRAINING FOR ALL LEVELS OF THE ORGANIZATION
For senior executives and organizational leaders who sponsor change and are responsible for organizational performance.
Objective: This briefing explains what change management is, its critical connection to achieving business results, and how senior leaders can improve change success by being active, visible sponsors. Executives emerge better equipped to lead and position their projects for success.
For professionals managing change on specific projects.
Objective: Develop scaled change management strategies for projects and initiatives. Prosci’s research-based change management methodology includes the Prosci ADKAR® Model and 3-Phase Process.
For anyone who needs a better understanding of change management.
Objective: This program provides participants with an understanding of the fundamental concepts and organizational benefits of change management.
DELIVERING PROJECT RESULTS
For project managers, project leaders and project teams.
Objective: This results-oriented workshop enables project managers to define and integrate change management into an active project, using frameworks and familiar language. Project teams leave with a common language for change and an understanding of the role change management will play in their project outcomes.
PROGRAM FOR MANAGERS
For frontline supervisors through to senior directors; anyone who is managing employees through change.
Objective: In this program, managers and supervisors use a practical framework to evaluate and process the many changes impacting themselves and their teams. Managers leave with the tools and skills to lead their teams through current and future changes.
For frontline employees impacted by change.
Objective: This program, based on the Employee’s Survival Guide to Change and the Prosci ADKAR Model, is designed to help employees process change, and empower them to engage and contribute meaningfully to both current and future changes.
INDIVIDUAL CHANGE MANAGEMENT
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
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.