Just over 12 months ago, Prosci made some important enhancements to their methodology and tools, which brings new opportunities for both existing change practitioners, and those just embarking on their change journeys.
In this blog, we are re-capping these enhancements, which have proved popular amongst delegates over the last year.
You may have heard of the ADKAR Model, which enables successful change at the individual level, but did you know there’s much more to the Prosci Methodology?
The Prosci Change Triangle (PCT) Model , a simple but powerful framework for establishing and connecting the most important aspects of any successful change effort, the Prosci 3-Phase Process, which provides a framework for achieving change at the organisational level, and the ADKAR Model are the three main components that comprise the Prosci Methodology.
Prosci is casting a whole new light on the practice of change management through innovation, research, and the important insights that practitioners have shared - with the following seven key enhancements to the Prosci Methodology:
1. Refreshed Prosci 3-Phase Process making it more accessible, actionable and effective
The more actionable and effective Prosci 3-Phase Process offer a more intuitive structure at a glance, as well as simpler language that makes change management easier to understand. The reorganised structure of the Prosci 3-Phase Process is clearer, adaptive by design, and includes new activities to support a broader range of project management approaches, including sequential, iterative and hybrid project lifecycles.
For greater effectiveness in training programmes, more activities address real-world challenges. Further to this, a new hands-on practice has been incorporated into the Change Management Certification Programme with a new application tool called Proxima and an online Hub Solution Suite.
2. Enhanced PCT Model and PCT Assessment by adding an assessment of Success
The clearer and more intuitive Prosci Change Triangle Model (which has reverted to its original name), now puts success at the centre of its approach. 10 added factors to the PCT Assessment will also enable a measurement of the extent to which an organisation has established a clear and commonly held definition of change success.
Prosci Change Triangle
3. Emphasised change success by defining, measuring and tracking change performance
A consistent definition of success for project objectives and organisational benefits, and a new way to document it through the 4P’s (Project, Purpose, Particulars and People) will enable greater change success.
The latest roadmap for aligning people-side activities and timelines with a project lifecycle and a tracking calendar makes measuring change performance easier than ever. Used to track performance alongside the PCT Assessment, ADKAR Assessment, and Progress to Plan, the roadmap leverages the Prosci Change Scorecard framework to address three areas of performance: organisational, individual and change management.
4. Strengthened Prosci Risk Assessment and analysis with guidance to address risk factors
The updated Risk Assessment now has an increased 'range of risk' due to a higher number of factors for each assessment, with scoring made easier through clear descriptions, guidance and terminology.
There are two levels of risk grid customisation guidelines to help practitioners take appropriate actions based on the risk assessment results:
Risk Assessment Analysis – provides general guidance for customisation based on risk quadrant, including implications for the ADKAR Model, Role Roster, and change management plans based on the risk profile for a change.
Risk Factor Analysis and Activities – offers specific customisation guidance, including potential activities to mitigate risk. This guidance is based on addressing the change characteristics and organisational attributes risk factors that represent the greatest threats to implementing a successful change.
5. A new Role Roster to help identify and activate change management roles.
The Role Roster will allow the core roles required for successful organisational change to be identified and help the individuals in those roles fulfill their responsibilities as sponsors, people managers, project managers and front-line employees impacted by change. The ADKAR Model is also applied to support role assessment and fulfilment, including the sponsor role.
6. A new ADKAR Blueprint as a foundation to guide change management plans
Within the Prosci 3-Phase Process, Phase 2 now begins by orienting around the ADKAR Model as a starting point. Leveraging the simple and scalable ADKAR Blueprint will enable high-level milestone dates, expected gaps, and initial ideas for each of the ADKAR elements to be identified.
The ADKAR Blueprint is a game changer that will make change management significantly easier! Its an easy-to-understand, easy-to-use starting point for planning and applying change management.
7. Increased flexibility in the number, depth and type of change management plans
The number, type and depth of change management plans to deliver successful ADKAR outcomes is now flexible and can be chosen according to what change outcomes are required
The simple but powerful ADKAR Blueprint may be the only plan needed in certain cases, however, role-based and activity-based Core Plans (Sponsor Plan, People Manager Plan, Communications Plan and Training Plan) are also likely to be selected in order to meet unique project requirements.
Some plans have been renamed to make them more consistent with role names and to align them with the people-focused language of Prosci's enhanced methodology.
The methodology has been updated with new change management processes, enhanced Prosci models and a new set of robust digital, cloud-based tools that have been designed to elevate change success in a structured and repeatable way.
The enhanced Prosci Methodology is better than ever and is still based on the largest body of knowledge on change management in the world.
Prosci research and innovation...keeping you at the forefront of change.
Interested in learning more?
If you're interested in learning more about Prosci's range of models for managing the people side of change, consider attending an upcoming Prosci Change Management Practitioner Certification Programme. Download the brochure to find out more!
If you're an existing Prosci Practitioner, who certified prior to the new enhancements, you may want to consider refreshing your skills and toolset, by joining our next Methodology Application Programme. Find out more.
CMC Partnership Global also works with a variety of organisations across a variety of industries and geographies to provide them with change management support and training solutions.
If you'd like to know more about how we can work directly with your organisation, get in touch!