The document provides an overview of the Prosci change management methodology, emphasizing its structured approach to facilitate successful organizational change. It discusses the relevance of the ADKAR model and the importance of managing both the technical and people aspects of change to achieve desired outcomes. Additionally, it highlights the effectiveness of using a structured methodology, as evidenced by research data showing improved change management results.

1. C H A N G E M A N A G E M E N T
Prosci Methodology Overview: An Integrated
Approach to Deliver Results
Prosci Webinar

2. © Prosci. All Rights Reserved. 2
Essen/als of Change Management Series
Understand the Why, What and How of Change Management
How to Apply the Prosci
ADKAR Model
February 8th and 9th
ADKAR® Exercise
5
Impacted
groups
R easons
Connections
R ealiz ation
and impact
Change
management
approach
4
3
21
5 Tenets of Change
February 1st and 2nd
Blank Page Exercise

3. © Prosci. All Rights Reserved. 3
Defining
Why a
Structured
Methodology
Understanding
the Prosci
Integrated
Approach
Applying
the Prosci
Methodology to
Deliver Results
PROSCI METHODOLOGY: OVERVIEW

4. C H A N G E M A N A G E M E N T

5. © Prosci. All Rights Reserved. 5
Defining
Why a
Structured
Methodology
Understanding
the Prosci
Integrated
Approach
Applying
the Prosci
Methodology to
Deliver Results
PROSCI METHODOLOGY: OVERVIEW

6. © Prosci. All Rights Reserved. 6
Data on Use of Methodology
0%
20%
40%
60%
80%
'03 '05 '07 '09 '11 '13 '15
Percent of parVcipants using a
structured approach
44% Provider/Thought-Leader (Prosci)
7% Provider/Thought-Leader (Other)
23% Combo/Hybrid/Mixture
15% Internally Developed
11%
Consultant Provided
51%
23%
15%
11%
44%
7%

7. © Prosci. All Rights Reserved. 7
Data on Outcome of Methodology Use
0%
20%
40%
60%
80% Used a
methodology
Did not use a
methodology
59%
“good” or “excellent”
change management
38%

8. © Prosci. All Rights Reserved. 8
Structured change
management approach
was the #2 overall
contributor to success
in the 2016 Best PracVces

9. © Prosci. All Rights Reserved. 9
Applying
the Prosci
Methodology to
Deliver Results
PROSCI METHODOLOGY: OVERVIEW
Defining
Why a
Structured
Methodology
Understanding
the Prosci
Integrated
Approach

10. © Prosci. All Rights Reserved. 10
Successful change can be
modeled and repeated
Methodology Founda/on
Processes, tools and principles
(i.e. methodologies) exist to
drive successful change

11. © Prosci. All Rights Reserved. 11
1
2
3
4
5
We change for a reason.
OrganizaVonal change requires individual change.
OrganizaVonal outcomes are the collecVve
result of individual change.
Change management is an enabling framework
for managing the people side of change.
We apply change management to realize the
benefits and desired outcomes of change.
Prosci Five Tenets of CM

12. © Prosci. All Rights Reserved. 12
Awareness A
Desire D
Knowledge K
Ability A
Reinforcement® R
The Five Building Blocks for Successful Change

13. © Prosci. All Rights Reserved. 13
ADKAR Defines Success: For One Person or
Organiza/on-Wide Changes
Or twenty
people…
Or five
people…
Change with
one person
Or 1000 people…

14. © Prosci. All Rights Reserved. 14
How do we connect
the individual to
the organizaYon?

15. © Prosci. All Rights Reserved. 15
Prosci® 3 - Phase Change Management Process
Input:
A change to how
the organizaVon
operates
Why?
To develop a customized and scaled
approach with the necessary
sponsorship and team structure.
Why?
To create and implement plans that
will move the organizaYon and
individuals through change.
Why?
To ensure that the change is adopted
and sustained.

16. © Prosci. All Rights Reserved. 16
Successful change requires both the technical
and people sides
Current
state
TransiYon
state
Future
state
Technical Side
People Side
Results
Outcomes
Success
Design
Deliver
Develop
Embrace
Use
Adopt

17. © Prosci. All Rights Reserved. 17
Research Results
ProacYve (not fire fighYng)
“AdopYon and usage”
from the beginning

18. © Prosci. All Rights Reserved. 18
PROSCI METHODOLOGY: OVERVIEW
Defining
Why a
Structured
Methodology
Understanding
the Prosci
Integrated
Approach
Applying
the Prosci
Methodology to
Deliver Results

19. © Prosci. All Rights Reserved. 19
Applies to Any Business Change That Impacts
How Employees Do Their Jobs
Business Process Design
Technology/System Upgrades
Restructuring
Six Sigma
AcquisiYons and Mergers
Expansion or Downsizing
Business Model Changes/New Ventures
New MarkeYng Campaigns
Changes That Impact Suppliers
Changes That Impact Customers

20. © Prosci. All Rights Reserved. 20
Connec/ng Change Management to
Business Results
Project Name Purpose ParYculars People
What is
the project?
Why we
are changing?
What we
are changing?
Who will
be changing?
What does this look like for your project?
ApplicaYon

21. © Prosci. All Rights Reserved. 21
A Couple of Real-World Project Examples
Project B:
Financial Services
Project A:
Oil & Gas
Business Process Design
Technology/System Upgrades
(Office 365 and SharePoint Online)
Expansion through AcquisiYon
Changes That Impact Customers
Replacement of ExisYng Intranet
New Process Workflows
(Content ContribuYon and ConsumpYon)

22. © Prosci. All Rights Reserved. 22
Prosci® 3 - Phase Change Management Process
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Phase 2:
Managing
Change
Phase 3:
Reinforcing
Change
Why? To develop a customized and scaled approach
with the necessary sponsorship and team structure.

23. © Prosci. All Rights Reserved. 23
What
Change CharacterisVcs
Who
Org Ahributes
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
SituaYonal Awareness
Change
Resistant
Change
Ready
Medium risk High risk
Low risk Medium risk
Small,
Incremental
Large,
DisrupYve
OrganizaYonal Ahributes
Change CharacterisYcs

24. C H A N G E M A N A G E M E N T

25. © Prosci. All Rights Reserved. 25
Each Group Is Affected Differently
The aspects of a person’s job that are impacted by the change
determine the degree of impact for each group
Processes
Tools
Systems CompensaVon
Performance
Reviews
ReporVng
Structure
CriVcal Behaviors
Job Roles
LocaVon
Mindset/Ajtudes/Beliefs
Aspects of a Person’s
Job You Can Impact
Degree of Impact
HR IT
MarkeVng Sales

26. © Prosci. All Rights Reserved. 26
Prosci® Impact Index Tool

27. © Prosci. All Rights Reserved. 27
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Special TacYcs AnYcipated Resistance
Situa/onal Awareness
ApplicaYon

28. © Prosci. All Rights Reserved. 28
Suppor/ng Structures: Team/Resource
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
PM
CM
PM & CM
PM CM
PM
CM
CM
CollaboraYon
Cross-training
Shared Goal
Complementary
Disciplines

29. © Prosci. All Rights Reserved. 29
Suppor/ng Structures: Sponsorship
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Bohoms Up Approach – Start with groups
idenYfied in “Groups” secYon of Blueprint
Sponsor Assessment Diagram
Mfg Dist IT BU 1 BU 2

30. © Prosci. All Rights Reserved. 30
Change Management Strategy
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Risk Profile
Special TacVcs
Readiness Assessments
Sponsor Model
AnVcipated Resistance
Team Structure

31. © Prosci. All Rights Reserved. 31
Prosci® 3 - Phase Change Management Process
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Phase 2:
Managing
Change
Phase 3:
Reinforcing
Change
Why? To create and implement plans
that will move the organizaYon and
individuals through change.

32. © Prosci. All Rights Reserved. 32
If we do not support and equip individual
transi/ons, then our future state looks nothing
like the future state we expected
F F F F
F F F
F F
F
F F
F F F F F
F F F F F
F F F F F
F F F F F
F F F F F
Instead of

33. © Prosci. All Rights Reserved. 33
Five Plans
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Sponsor Roadmap Coaching Plan
Resistance
Management Plan
CommunicaVons Plan
Training Plan

34. © Prosci. All Rights Reserved. 34
Customizing Your Plans
Change
Resistant
Change
Ready
Medium risk High risk
Low risk Medium risk
Small,
Incremental
Large,
DisrupYve
OrganizaYonal Ahributes
Change CharacterisYcs
Resistant
Small, incremental change
to change resistant organizaYon
Large, radical change
to change resistant organizaYon
In this area of the table, key factors are
listed for you to consider based on the
size of the change and the organizaVon
ahributes of the impacted groups.
Highest Risk Area
Ready
Small, incremental change
to change ready organizaYon
Large, radical change
to change ready organizaYon
Lowest Risk Area
Small Large
OrganizaYonal Ahributes
Change CharacterisYcs
For each plan, consider:
Size and type of change Ahributes of the impacted organizaVon

35. © Prosci. All Rights Reserved. 35
Communica/ons Plan
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Most commonly
integrated tool in
2016 study results
Sends the right message
To the right audience
At the right Yme
Through the right channel
From the right sender

36. © Prosci. All Rights Reserved. 36
Sponsor Roadmap
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Fulfill Three Roles
Coaching
AcYve and Visible
ParVcipaVon
Build and
Maintain CoaliYon
Communicate
Directly
DirecVon Behind-the-scenes
Assistance

37. © Prosci. All Rights Reserved. 37
Coaching Plan
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Fulfill Five Roles
Communicator
Liaison
Advocate
Resistance Manager
Coach
One-on-one
Using ADKAR® as a guide
Individual Coaching
With enVre team
Includes key communicaVons
Group Coaching

38. © Prosci. All Rights Reserved. 38
Training Plan
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
F
F F F
F F
F
F
F
F
F
F
F F F F
K aner A&D
ADKAR
Document the requirements for individuals
during the transiVon and future states 1
Ensure training occurs with proper context 2
Typically NOT designing and delivering the
training (we have training departments for that) 3

39. © Prosci. All Rights Reserved. 39
Resistance Management Plan
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Resistance
PrevenVon
1
ProacVve Resistance
Management
2
ReacVve Resistance
Management
3

40. © Prosci. All Rights Reserved. 40
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
CUSTOMIZED SCALED TARGETED
ALIGNED
WITH BEST
PRACTICES
CommunicaVons Plan
Sponsor Roadmap
Coaching Plan
Training Plan
Resistance Mgmt Plan

41. © Prosci. All Rights Reserved. 41
Connec/ng Organiza/on Change to
Individual Change
A D K A R
CommunicaVon
Sponsorship
Coaching
Training
Resistance Management

42. © Prosci. All Rights Reserved. 42
Prosci® 3 - Phase Change Management Process
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Phase 2:
Managing
Change
Phase 3:
Reinforcing
Change
Why? To ensure that the change is
adopted and sustained.

43. © Prosci. All Rights Reserved. 43
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Transfer
of Ownership
Success CelebraVon Gap IdenVficaVon Compliance Audits
Reinforcement
Mechanisms

44. © Prosci. All Rights Reserved. 44
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Prosci Change Scorecard
Based on years of
benchmarking research
conducted by Prosci
Prosci Change
Measurement
Scorecard™ composed of
three levels
• OrganizaVonal Performance
• Individual Performance
• Change Management
Performance
Timeframe
measurements
used to create a
holisYc assessment
of CM impact

45. © Prosci. All Rights Reserved. 45
Prosci® 3 - Phase Change Management Process
Output:
Change
Management
Strategy
Change
Management
Plans
Reinforcement
and Sustained
Change
Input:
A change to how
the organizaVon
operates

46. © Prosci. All Rights Reserved. 46
Foreshadowing
The Work Streams Are What We Can Integrate into the Project
Plan
IniVate Plan Design Develop Deploy
Kick Off "Go Live"
Phase 3:
Reinforcing
Change
Phase 2:
Managing
Change
Phase 1:
Preparing
for Change
Strategy CommunicaYons Plan Sustainment
Sponsor Roadmap
Coaching Plan
Training Plan
Resistance
Management Plan
A D K A R

47. © Prosci. All Rights Reserved. 47
Prosci’s Value Proposi/on
To help individuals and organizaYons build internal change
management capabiliYes through the development and delivery of
tools and methodologies that are:
HolisVc Research-based Easy-to-use

48. © Prosci. All Rights Reserved. 48
Defining
Why a
Structured
Methodology
Understanding
the Prosci
Integrated
Approach
Applying
the Prosci
Methodology to
Deliver Results
PROSCI METHODOLOGY: OVERVIEW

49. C H A N G E M A N A G E M E N T
Prosci Methodology Overview: An Integrated
Approach to Deliver Results
Prosci Webinar