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 the change every day: your employees.
Do you really need to “manage” change?
Organisations are constantly changing to fix problems, respond to market trends, and seize opportunities.
Unmanaged change can have severe repercussions for businesses. Confusion, misalignment, and discontent can hamper employees’ ability to adapt to change, threatening organisational success.
Various internal and external factors trigger organisational change, and every change impacts your employees. Understanding these impacts can go a long way towards helping your employees fully adopt a change that’s essential to your organisation’s growth and resilience.
That’s where change management comes in. Applying change management allows you to prepare, equip, and support your people through change so they can successfully adapt to different ways of doing their daily work.
76%
CEOs said that their company’s ability to adapt to change will be a key sourceof competitive advantage.
Change management: Catalyse success
Organisations are experiencing bigger, faster, more complex, and more cross-functional change than ever. With change becoming a significant force driving businesses today, merely adopting the practice of change management is no longer enough. What matters is change success. To be successful at change, you need a structured framework to help your organisation thrive through change in the current VUCA business environment.
The essence of change management
Change management is a structured approach that mobilises people to deliver expected
results in times of change. While project management focuses on designing, developing,
and delivering a solution for implementation, change management equips the people who
will use that solution to embrace, adopt, and use it. This leads to significantly increased
chances of project success and greater ROI.
It’s vital that you get change management right the first time, because the costs of
reintroducing a change are incredibly high.
Our Change Management Expertise
With the ever-increasing complexity and frequency of change, organisations are impacted
across business functions. In today’s VUCA world, agility is essential. Businesses that
cannot adapt, evolve, and even anticipate and prepare for change simply cannot thrive.
MARG understands how critical change management is. As Prosci’s official partner in India,
we bring you a winning formula for change success: Prosci’s research-backed, globally
recognised expertise combined with our knowledge of the Indian business environment and
the unique challenges it poses for companies of all sizes, across industries.
Our Prosci change management training and certification programmes have armed
organisations and individuals with the knowledge and skills to excel at managing change,
every time.
Prosci Change Management
A global leader in change management research and solutions, Prosci offers a proven,
people-focused formula for developing an agile, change-ready organisation. Prosci’s
scientific, research-backed techniques can be applied to any change impacting any size of
business, across geographies, cultures, and industries.
What makes the Prosci change management approach unique is that it goes beyond
guidelines and best practices. Prosci offers a change-agnostic, structured, scalable, and
adaptable framework for organisations to manage change and achieve successful
outcomes.
25 years of
research
11 Longitudinal
Studies
80% fortune 100 companies
8,100+ Research
Participants
1,00,000+ certified
practitioners
The Prosci Methodology
The Prosci Change Management Methodology helps individuals transition from the current
state to the future state to achieve project results.
Managing the people side of change
Organisations must continually change to succeed. Yet, changes such as introducing new
technologies or setting up new processes often fail because leaders often focus on the
technical aspects of the change. For change to be successful, organisations must also
concentrate on the people side of change and ensure that every individual embraces and
adopts the 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:
Prosci 3-Phase Process
The Prosci 3-Phase Process provides a structured framework for achieving any change at the organisational level. Each phase includes three stages, each covering activities to support the success of a change initiative.
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: EEstablish 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 of the need for change: It’s vital that people impacted by a change understand its significance and purpose.
- Desire to support the change: Create desire for adopting the change by highlighting the employee benefits it brings.
- Knowledge on how to change: Ensure people receive adequate support and training on new processes or tools.
- Ability to implement the change: People have learned and can execute new behaviours and practices consistently.
- Reinforcement to sustain the change: Reinforce the change periodically so people do not revert to old practices.
Interested in learning more about the ADKAR model?
Karen Ball’s book, The ADKAR Advantage offers an in-depth exploration of the model,
shares real-life ADKAR stories, and provides invaluable resources grounded in Prosci’s
benchmarking research.
All MARG’s change management programmes are designed and supported by Prosci.
Prosci Change Management Services
Whether you’re managing a few crucial changes or building organisational change capability,
we have programmes that can help you succeed at change.
CERTIFICATIONS
With Prosci’schange 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
Through an interactive, three-day learning experience, this change management certification programme equips you with the knowledge, skills, and toolsto lead to drive organisational changes successfully. You’ll apply Prosci’s methodologyto one of your active projects, have the opportunity to connect with other change leaders, and become a Prosci Certified Change Practitioner.
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
This workshop is for leaders who sponsor organisational change.The trainingdefines change management, highlights its crucial connection to achieving business results, and offers guidance on how senior leaders can enhance change success by being active sponsors.
Leading Your Team Through Change
This programme is for front-line supervisors,managers, andanyone who guides employees through change. Participants use a practical framework to evaluate the changes impacting themselves and their teams and gain skills and tools to lead people through any change.
Taking Charge of Change
This workshop is intended for anyone looking to deepen their understanding of change management. Participants learn and apply the foundational concepts in change management to a change initiative and leave convinced of its organisational benefits.
Delivering Project Results
Designed for project leaders, project managers, and project teams, this results-oriented workshop
helps project teamsintegrate change management into a current project using Prosci’s frameworks. Participants also develop an understanding ofchange management’s significancein achieving project results.
Integrating Agile and Change Management
This workshop shares Prosci’sframeworks and best practices for applying change management in an Agile environment. Participants learn how to integrate change management and Agile to improve the adoption and usage of iteratively developed solutions.
Employee Orientation
This programme is for front-line employees impacted by change.Based on the ADKAR Model and the Employee’s Survival Guide to Change, this workshop helps employees process change and learn to contribute meaningfully to both current and future changes.
CERTIFICATIONS
With Prosci’schange 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
Through an interactive, three-day learning experience, this change management certification programme equips you with the knowledge, skills, and toolsto lead to drive organisational changes successfully. You’ll apply Prosci’s methodologyto one of your active projects, have the opportunity to connect with other change leaders, and become a Prosci Certified Change Practitioner.
Training Programmes
Sponsor Briefing
This workshop is for leaders who sponsor organisational change.The trainingdefines change management, highlights its crucial connection to achieving business results, and offers guidance on how senior leaders can enhance change success by being active sponsors.
Leading Your Team Through Change
This programme is for front-line supervisors,managers, andanyone who guides employees through change. Participants use a practical framework to evaluate the changes impacting themselves and their teams and gain skills and tools to lead people through any change.
Taking Charge of Change
This workshop is intended for anyone looking to deepen their understanding of change management. Participants learn and apply the foundational concepts in change management to a change initiative and leave convinced of its organisational benefits.
Delivering Project Results
Designed for project leaders, project managers, and project teams, this results-oriented workshop
helps project teamsintegrate change management into a current project using Prosci’s frameworks. Participants also develop an understanding ofchange management’s significancein achieving project results.
Integrating Agile and Change Management
This workshop shares Prosci’sframeworks and best practices for applying change management in an Agile environment. Participants learn how to integrate change management and Agile to improve the adoption and usage of iteratively developed solutions.
Employee Orientation
This programme is for front-line employees impacted by change.Based on the ADKAR Model and the Employee’s Survival Guide to Change, this workshop helps employees process change and learn to contribute meaningfully to both current and future changes.
Advisory Services
Innovation and business growth hinge on an organisation’s ability to succeed at change. Backed by Prosci’s expertise, ouradvisory 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 toProsci'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-poweredinsights and solutions for success in any change management initiative.
FAQs
Change management offers organisations a structured framework to help people alignwith company goals, adopt crucial organisational changes, and deliver expected results. Change management can be seen as the people side of project management. Where project management focuses on implementing a solution, change management focuses on helping employees adopt the solution.
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 Prosci ADKAR® Model is one of the two core models of the Prosci Methodology. “ADKAR” is an acronym for Awareness, Desire, Knowledge, Ability, and Reinforcement. These are the five results an individual needs to achieve for a change to be successful.
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.
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 groupsto 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.
Manytraining organisations in India offer change management workshops. However, it’s essential to consider what change management methodology they teach and, equally important, whether they are qualified to train on those methodologies. Prosci Change Management is the leader in change management research and solutions. As Prosci’s India partner, MARG is the only training provider authorised to train and offer certifications in change management.
For pricing information, please email us at [email protected].
Yes, we offer the Prosci Change Management Certification Programme online so participants across India can attend. We also offer regular in-person certification workshops in major Indian cities, plus exclusive workshops for organisations. View our Training Schedule to learn about upcoming workshops.
All Prosci programmes, offer access to the industry’s largest body of change management research, based on the insights and experience of thousands of change leaders over twenty years. This has built Prosci’s credibility as the leader in change management research, training, and solutions, with 80% of Fortune 100 companies choosing to work with Prosci and leverage the tools, methodology, and framework not just for change management, but for change success. By becoming a Prosci Certified Change Practitioner, you grow your change management skills and set yourself apart in the marketplace with a world-class change management certification.