Become a Prosci Certified Advanced Change Practitioner
This four-day advanced certification programme from Prosci upgrades your change management skills and knowledge so you can succeed at larger, more complex changes. Gain expertise in each of the four Prosci models and learn to improve project outcomes, address and prevent persistent resistance to change, and demonstrate change success by connecting change outcomes to business outcomes.
Earn your advanced certification—Prosci Certified Advanced Change Practitioner—by taking a test that evaluates your Model Mastery knowledge.
Prerequisite: Prosci 3-day Certification or Practitioner Programme
Who should attend
This programme is designed for both new and experienced practitioners who have completed Prosci’s Change Management Certification or Practitioner Programme and are interested in:
- Elevating their change management practices with new and advanced skills.
- Building the requisite skills to conduct ADKAR Assessments and effectively interpret and act on the results.
- Taking advantage of an early warning system that tells you when a change is off track so you can course-correct.
- Discovering how to create and implement an ADKAR Blueprint using a proactive, collaborative approach.
- Learning how to work with change leaders to define metrics for measuring change performance.
- Learning to showcase how you’re achieving project objectives and highlight the value change management brings to your organisation.
- Elevating their change management practices with new and advanced skills.
- Discovering how to create and implement an ADKAR Blueprint using a proactive, collaborative approach.
- Building the requisite skills to conduct ADKAR Assessments and effectively interpret and act on the results.
- Learning how to work with change leaders to define metrics for measuring change performance.
- Taking advantage of an early warning system that indicates when a change is off track, allowing for course-correction.
- Learning to showcase how they’re achieving project objectives and the value change management brings to their organisation.
Benefits
- Dive deep into the Prosci models and assessments and elevate your change management skills.
- Access actionable insights and tools to help you tackle more complex changes and drive improved change outcomes.
- Discover a results-oriented approach to measuring change management performance, reduce change resistance, and more.
- Unlock and showcase the return on investment (ROI) of change management.
- Gain deep insights into the value of change management in delivering on critical business objectives.
- Guide senior leaders in developing a common definition of success so you can effectively connect change outcomes to business outcomes.
Model mastery sessions
Day 1: Improve Project Health
Day 2: Prevent Change Resistance
Day 3: Resolve Change Barriers
Day 4: Achieve Change Performance
Day 1: Improve Project Health
- Explain the why, what, who, when and how of the PCT Model.
- Prepare to conduct a PCT Assessment by driving commitment levels, identifying and selecting participants, and deciding on a suitable approach.
- Conduct a PCT Assessment through interviews, facilitated group sessions, or surveys.
- Analyse the PCT Assessment results by leveraging Prosci’s resources and body of knowledge and share the results with participants.
- Monitor and continuously improve project health by conducting PCT Assessments through the project lifecycle and tracking progress.
What does Prosci research say?
Prosci research reveals that if a project is weak in any of the four aspects of the PCT Model
(Success, Leadership/ Sponsorship, Project Management, Change Management), it will
struggle or fail.
Day 2: Prevent Change Resistance
- Prevent avoidable resistance and build change-readiness by proactively applying the ADKAR Model.
- Develop an effective approach to involve key stakeholders in building an ADKAR Blueprint.
- Build an ADKAR Blueprint in collaboration with stakeholders and achieve ADKAR outcomes by leveraging proven practices and anticipating change barriers.
- Guide sponsors and people managers in fulfilling their change roles and implement the ADKAR Blueprint.
What does Prosci research say?
In Prosci’s benchmarking research, 41% of respondents reported that over half of the
employee resistance they experienced during change could have been avoided by
effectively applying change management.
Day 3: Resolve Change Barriers
- Tackle unavoidable resistance and address barriers to change by reactively applying the ADKAR Model.
- Conduct ADKAR Assessments to track the progress of individual and group transitions required to achieve ADKAR outcomes.
- Analyse ADKAR Assessments to identify persistent change barriers and assess the risks they pose to achieving ADKAR outcomes.
- Resolve persistent change barriers by helping senior leaders and managers effectively anticipate resistance and implement adaptive actions.
What does Prosci research say?
Resistance to change has remained one of the greatest obstacles to change success in
Prosci's 25 years of change management research, ranking fourth in the most recent Best
Practices in Change Management study.
Day 4: Achieve Change Performance
Discover a performance-oriented approach to achieving change success through advanced knowledge and skills, including:
- The three levels of performance for change projects and how the levels are connected.
- The critical success factors for applying the Prosci Change Performance Framework on your project.
- How to facilitate a process to define metrics for measuring organisational and individual performance.
- How to develop approaches to engage your key stakeholders to define, track and achieve change performance.
What does Prosci research say?
In Prosci’s best-practices research, 40% of respondents identified the lack of alignment on goals
and objectives as the main reason change success wasn’t defined for their change projects.
Having a common definition of change success—early on—is imperative.
- Explain the why, what, who, when and how of the PCT Model.
- Prepare to conduct a PCT Assessment by driving commitment levels, identifying and selecting participants, and deciding on a suitable approach.
- Conduct a PCT Assessment through interviews, facilitated group sessions, or surveys.
- Analyse the PCT Assessment results by leveraging Prosci’s resources and body of knowledge and share the results with participants.
- Monitor and continuously improve project health by conducting PCT Assessments through the project lifecycle and tracking progress.
What does Prosci research say?
Prosci research reveals that if a project is weak in any of the four aspects of the PCT Model (Success, Leadership/ Sponsorship, Project Management, Change Management), it will struggle or fail.
- Prevent avoidable resistance and build change-readiness by proactively applying the ADKAR Model.
- Develop an effective approach to involve key stakeholders in building an ADKAR Blueprint.
- Build an ADKAR Blueprint in collaboration with stakeholders and achieve ADKAR outcomes by leveraging proven practices and anticipating change barriers.
- Guide sponsors and people managers in fulfilling their change roles and implement the ADKAR Blueprint.
What does Prosci research say?
In Prosci’s benchmarking research, 41% of respondents reported that over half of the employee resistance they experienced during change could have been avoided by effectively applying change management.
- Tackle unavoidable resistance and address barriers to change by reactively applying the ADKAR Model.
- Conduct ADKAR Assessments to track the progress of individual and group transitions required to achieve ADKAR outcomes.
- Analyse ADKAR Assessments to identify persistent change barriers and assess the risks they pose to achieving ADKAR outcomes.
- Resolve persistent change barriers by helping senior leaders and managers effectively anticipate resistance and implement adaptive actions.
What does Prosci research say?
Resistance to change has remained one of the greatest obstacles to change success in Prosci’s 25 years of change management research, ranking fourth in the most recent Best Practices in Change Management study.
Discover a performance-oriented approach to achieving change success through advanced knowledge and skills, including:
- The three levels of performance for change projects and how the levels are connected.
- The critical success factors for applying the Prosci Change Performance Framework on your project.
- How to facilitate a process to define metrics for measuring organisational and individual performance.
- How to develop approaches to engage your key stakeholders to define, track and achieve change performance.
What does Prosci research say?
In Prosci’s best-practices research, 40% of respondents identified the lack of alignment on goals and objectives as the main reason change success wasn’t defined for their change projects. Having a common definition of change success—early on—is imperative.
Programme Agenda
Welcome and Connection
PCT Model Review
Applications of the PCT Model Research
PCT Assessment
PCT Assessment Application Process
Prepare for a PCT Assessment
Conduct a PCT Assessment
Analyze and Act on PCT Assessment Results
Track and Adapt Action to Improve Project Health
Next Steps and Close
Welcome and Connection
Review the Uses of the ADKAR Model
Prevent Resistance by Building Change Readiness
Introduction to the ADKAR Blueprint
Build an ADKAR Blueprint
Extended Break
Engage and Involve Key Stakeholders
Activate Change Leaders
Track ADKAR Outcomes
Next Steps and Close
Welcome and Connection
Review ADKAR Model Mastery Level 1
Track ADKAR Outcomes
Conduct ADKAR Assessments
Analyze ADKAR Assessment Results
Extended Break
Understand, Anticipate and Address Resistance
Adapt Actions to Resolve Barriers to Change
Roles to Resolve Barriers to Change
Next Steps and Close
Welcome and Connection
Why Measure Change Performance?
Introduction to the Prosci Change Performance Framework
Define Performance
Define Success
Extended Break
Define Impact
Define Approach
Track and Adapt Performance
Achieve Performance
Next Steps and Close
Test and Certification
To successfully complete this programme and obtain your certification, you will need to take an online test to validate the skills you acquired on the Prosci models. The test includes 60 multiple choice, true/false, ranking, and matching style questions. You must score a minimum of 85% in the test to become certified.
After the test
Upon passing the test, you will:
- Become a Prosci Certified Advanced Change Practitioner.
- Earn a digital “certified” Credly Badge.
Other details:
- You may retake the test for an additional fee.
- You have six months to complete the test after enrolment and payment.
- You can complete the test with flexibility on a schedule that works for you. You don’t have to complete it in one sitting.
Tools and resources
One-year subscription to digital content, guidance and resources in the Prosci Hub Solution Suite, including:
Knowledge Hub
- Applying the Prosci Change Performance Framework, which includes electronic activity workbook and downloadable resources.
- Applying the PCT Model, Applying the ADKAR® Model, Applying the Prosci Change Performance Framework, and Practitioner Programme.
- Downloadable Digital programme workbook.
Research Hub
- Digital versions of Best Practices in Change Management – 12th Edition, topical studies, and relevant data across a broad array of topics.
- Access to over 20 years of best practices in change management research including the Applications of the PCT Model study.
Badges and credits
Testimonials
Sonali Girish Gidwani
Deloitte UK (Change Consultant)
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 (Senior change manager)
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 (Team lead-toral rewardst)
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 (Manager)
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.