In business, the only constant is change. From new government policies and technology deployments to changing company goals and new processes, change is inevitable. But change can only be successful if it is fully and wholeheartedly adopted by the people who must use it every day: your employees.
Do you really need to “manage” change?
76%
CEOs said that their company’s ability to adapt to change will be a key source of competitive advantage.
Change management: Catalyse success
The essence of change management
Our change management expertise
Prosci change management
25 years of
research
12 Longitudinal
Studies
80% fortune
100 companies
10,000+ Research
Participants
1,00,000+ certified
practitioners
25
12
80%
10,000+
1,00,000+
The Prosci methodology
Managing the people side of change
Components of the Prosci methodology
Although the Prosci Change Management Methodology encompasses a variety of models, tools, assessments, and processes, it is comprised of three main components:
- PCT Model
- ADKAR Model
- Prosci 3-Phase Process
Click these components in the interactive image to learn about the Prosci methodology.
PCT Model
The PCT Model highlights where change management fits into the bigger picture, including leadership involvement and project management. Prosci research reveals that projects weak in any of the four aspects will struggle or fail.
- Success: Define what success means for your change—factor in the reason for the change, project goals, and organisational benefits.
- Leadership/Sponsorship: Who provides direction for the project? Who is responsible for defining why the change is happening, how it aligns with organisational direction, and why it is a priority?
- Project Management: Manages the technical side of the change by developing and delivering a solution that addresses an opportunity or solves a problem.
- Change Management: Manages the people side of the change, equipping people to embrace and adopt the solution.
Sustain Outcomes
The final phase establishes the approach to ensure change adoption and organisational commitment to doing what’s required to sustain the change. The three stages within this phase are broadly described below.
- Review Performance: After project go-live, reflect on performance to confirm if the desired results were achieved. You can do this by reviewing ADKAR outcomes and documenting lessons learned.
- Activate Sustainment: Focus on actions to sustain change outcomes by identifying gaps and activating relevant sustainment roles.
- Transfer Ownership: Finally, determine how to continue sustainment efforts. Some ways to do this include transferring knowledge and assets and celebrating change management successes.
Manage Change
This phase brings the change management strategy to life by developing plans and actions to help individuals and organisations transition through the ADKAR stages. The three stages within this phase are broadly described below.
- Plan and Act: Establish the best ways to prepare, equip, and support people impacted by the change. This includes creating an ADKAR Blueprint and developing change management plans such as a Sponsor Plan and Communications Plan.
- Track Performance: Track and sustain change management progress by creating a tracking calendar and identifying performance strengths and opportunities.
- Adapt Actions: Based on lessons learned from the previous stages, adjust your change management strategy by preparing adaptive actions and continuing to track performance.
Prepare Approach
The Prepare Approach helps change and project teams develop a tailored, comprehensive change management strategy. The three stages within this phase are broadly described below.
- Define Success: Establish precisely what you are trying to achieve. Defining what project success looks like is an excellent way to start.
- Define Impact: Determine how the change impacts individuals by identifying impacted groups and defining change adoption and usage.
- Define Approach: Consider what steps are necessary to achieve project success. You can do this by assessing risk, identifying potential resistance, and establishing required roles.
ADKAR
The Prosci ADKAR model is based on the principle that organisational change can only take place when individuals change.
- Awareness: It’s vital that people impacted by a change understand its significance and purpose.
- Desire: Create desire for adopting the change by highlighting the employee benefits it brings.
- Knowledge: Ensure people receive adequate support and training on new processes or tools.
- Ability: People have learned and can execute new behaviours and practices consistently.
- Reinforcement: Reinforce the change periodically so people do not revert to old practices.
Interested in learning more about the ADKAR model?
Prosci change management services
CERTIFICATIONS
With Prosci’s change management certification programmes, you build individual change capability that enables you to manage any organisational change with ease. You also gain a highly coveted internationally recognised certification that will certainly boost your prospects.
Certifications
Change Management Certification Programme
Certification for Advanced Practitioners
TRAINING PROGRAMMES
We offer Prosci's interactive change management training programmes, tailored for critical change-enabling roles in your organisation. From workshops for managers and sponsors to training for project managers, these programmes will strengthen your change strategy, capabilities, and results.
Training Programmes
Sponsor Briefing
Leading Your Team Through Change
Taking Charge of Change
Delivering Project Results
Integrating Agile and Change Management
Employee Orientation
Certifications
With Prosci’s change management certification programmes, you build individual change capability that enables you to manage any organisational change with ease. You also gain a highly coveted internationally recognised certification that will certainly boost your prospects.
Training Programmes
We offer Prosci's interactive change management training programmes, tailored for critical change-enabling roles in your organisation. From workshops for managers and sponsors to training for project managers, these programmes will strengthen your change strategy, capabilities, and results.
Certifications
Change Management Certification Programme
Certification for Advanced Practitioners
Training Programmes
Sponsor Briefing
Leading Your Team Through Change
Taking Charge of Change
Delivering Project Results
Integrating Agile and Change Management
Employee Orientation
Advisory Services
Innovation and business growth hinge on an organisation’s ability to succeed at change. Backed by Prosci’s expertise, our advisory services help you maximise returns from your change investments through change-focused support at the individual, project, and organisational levels.
Licensing, E-Learning & Prosci AI
Gain access to Prosci's world-class methodology, tools, training materials, and models and build change capabilities at the individual and enterprise levels. A Prosci license also offers AI-powered insights and solutions for success in any change management initiative.
FAQs
Prosci’s Change Management Certification Programme offers an interactive, three-day learning experience. The programme equips you with the tools, expertise, and ongoing support you need to lead organisational changes successfully. During the programme, you have the opportunity to apply Prosci’s proven change management methodology to one of your active projects. For more information, visit our Prosci Change Management Certification page.
The ADKAR model is based on a fundamental, proven Prosci principle: organisational change can only occur when individuals change.Organisational changes often see failure because employees don’t understand why adopting the change is crucial or lack the resources to change successfully. Moreover, leaders are often unequipped to engage with employees during the change and to manage any potential change resistance.The ADKAR Model addresses these barriers by arming leaders with the right tools and strategies and employees with the information, motivation, and ability to move through organisational changes smoothly.
- Change management has several goals. Here are a few:
- Address the impacts of change on people: Each change project or initiative impacts organisational groups in different ways by requiring these groups to change the way they do their work on an everyday basis.
- Thrive in a constantly changing world: Change management helps organisations deliver results on each change more effectively, even when there are multiple unique changes to manage.
- Boost the chances of project success: Prosci’s research consistently shows that projects with excellent change management have a 7X greater chance of meeting objectives than projects with poor change management.
Testimonials
Sonali Girish Gidwani
Deloitte UK
The course and training sessions were managed very well. I am grateful I had the opportunity to learn from Krish during the three-day Prosci course. Krish’s training approach motivated me to be a better change manager and helped fill gaps in my knowledge. I will definitely sign up for other Prosci programmes at MARG. 
Neetha Paul
Metro Services
Absolutely satisfied with the course. It definitely helped me develop a different thought process. Looking back after completing the course, I can see the many different avenues that could have been explored in my project. The course was worth every bit of the time spent. Thank you.
Anamika Chatterjee
Western financial Corporation
Very well managed course and a wonderful learning experience. Being able to apply different ways of thinking while committing oneself to the end goal of change was amazing. Even though I’m in the opposite time zone, I didn’t find it dreary. This is testament to the effectiveness of the programme delivery. Great job!
Mallvika Bhadwa
EY
The program is extremely well designed. The course and the instructor helped structure the change management approach in a way that offered real insights into potential risks and opportunities from a people change perspective. It really tied things together wonderfully, in my opinion.
Arindam Guha
Latitude 36 Inc.
It was a great introduction to a research-based structured approach with useful tools that work in many project contexts. I plan to come back to this knowledge base for my future projects. The instructor was very engaging throughout the 3-day course.
Raily Ghosh
Vmware
Very Insightful sessions - equipped me with a better understanding of change management and provided tools that I can really put to use and undertake a more coherent path to Change Management in my career. Krish was superbly engaging - thank you!!
Meghana Seelam
AB InBev
Very interactive sessions. Definitely helped me see change roles from a different perspective and realise the importance of sponsor involvement in a project. I plan to educate my stakeholders on the importance of change management and change-enabling roles based on my learnings from this programme.
Radhika Kuppili
Harsco India Services Private Limited
The workshop was a great learning experience, bringing in a whole new perspective and methodology on change management. Well organized. Krish did a fantastic job and took us through this learning journey with lot of enthusiasm and energy, making us interested in learning.
Rekha Wagh
Renault Nissan Technology & Business Centre India Pvt. Ltd.
Krish was an amazing facilitator. He was able to bring in lot of real-life scenarios while explaining the concepts. Special thanks to Bharathi for taking care of us virtually, whether it was taking care of logistics issues or playing curated music, she made the program execution seamless. This was a wonderful program!
Ravneet Kaur
Royal Australasian College of Surgeons
Everything about the training was awesome - the pace and delivery, the quality and conciseness of the training material, and the amazing Training Instructor and the Training Manager. Considering it was delivered virtually, the learning experience exceeded expectations. This was the best training session I've attended so far.