ask and Change

What is the prosci® methodology.

The Prosci® Change Management methodology is a systematic and holistic approach that guides organizations to realize the benefits of their change initiatives. It also aims at building internal, organizational capabilities to deal swiftly and efficiently with the ever-increasing number of changes. The Change Management Prosci® methodology is built around two fundamental models: one developed to deal with change at a personal level and the other to deal with change at an organizational level.

The model for personal change is based on ADKAR®, an acronym that stands for Awareness , Desire , Knowledge , Ability and Reinforcement .

The model for organizational change is realized through the Three Phase Model with defined steps and tools for every phase:

  • Prepare Approach
  • Manage Change
  • Sustain Outcomes  

The models are based on Prosci® research on best practices from about 3,000 organizations worldwide. Prosci® has developed tools, templates, and checklists, to help develop a Change Management strategy and plans and to evaluate progress. That’s what makes Prosci® the first choice of the 80% of Fortune 100 companies and the reason why we chose this methodology .

Prosci® Five Tenets of Change Management

The Five Tenets provide context and an understanding of the value of Change Management in terms of project success, and can be useful to introduce your Change Management initiative to the project team or to the senior leaders:

  • We change for a reason
  • Organizational change requires individual change
  • Organizational outcomes are the collective 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

Learn more about Prosci® Five Tenets

what is prosci change management methodology

JavaScript seems to be disabled in your browser. For the best experience on our site, be sure to turn on Javascript in your browser.

Explore the Levels of Change Management

7 Enhancements To the Prosci Methodology in 2021

what is prosci change management methodology

Written by Lisa Kempton

Updated: February 21, 2024

Published: April 20, 2022

Share on facebook

Leveraging innovation, research and critical practitioner insights, we launched the enhanced Prosci Methodology in 2021 to cast a new light on the practice of change management . The result of an intentional, years-long journey to keep you on the forefront of the discipline, we listened to clients and the change management community, applied what we learned, and refreshed the Prosci Methodology with your success in mind. Here are seven key enhancements that make the Prosci Methodology more actionable, accessible and effective than ever before.

Prosci Methodology and Enhancements

4_Prosci-Methodology-Title-copyright-01

The enhanced Prosci Methodology still comprises three main components:

  • 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 ADKAR Model – a highly effective model for guiding individuals through the experiences or elements needed to make the change.
  • The Prosci 3-Phase Process – a structured, flexible framework for driving change at the organizational level.

And now the enhanced Prosci Methodology elevates your change success by making it easier to apply change management on your projects and initiatives. The seven key enhancements in 2021 also address important issues practitioners have shared with us, while updating the overall approach in numerous ways:

1. Refreshed the Prosci Methodology and Prosci 3-Phase Process to make them more accessible, actionable and effective

Making our change management methodology more accessible was critical to meeting the needs of people with different learning styles or disabilities, and reflecting the diversity of our global community. The result also reduces paper waste while streamlining the process and tools. For example, we now share our research and some books digitally rather than in hard copy.

The more actionable and effective Prosci Methodology and 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 reorganized structure of the Prosci 3-Phase Process—Prosci's organizational change management 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.

Our training programs for individuals and organizations are enhanced too. For greater effectiveness, we designed more in-program activities to address real-world challenges and added Ability-focused learning outcomes. We even integrated hands-on practice by incorporating a new application tool called Proxima and an online Hub Solution Suite into the Change Management Certification Program.

3-phase-process-1

2. Enhanced the Prosci Change Triangle (PCT) Model and PCT Assessment by adding an assessment of success

In addition to reverting to the original name— Prosci Change Triangle Model —the clearer and more intuitive PCT Model now puts success at the center of your approach. We added ten factors to the PCT Assessment to enable you to measure the extent to which your organization has established a clear and commonly held definition of change success.

pct-model-2021

3. Emphasized change success by defining, measuring and tracking change performance

The enhanced Prosci Methodology now enables change success by introducing a consistent definition of success for project objectives and organizational benefits, and a new way to document it through the 4P’s (Project, Purpose, Particulars and People). Practitioners also have a way to assess the strength using the new “Success” aspect of the PCT Assessment .

Measuring change performance—the “when” and “how” of change management—is easier than ever with a new roadmap for aligning people-side activities and timelines with the project lifecycle and a tracking calendar. Useful for tracking performance with the PCT Assessment, ADKAR Assessment, and Progress to Plan, the roadmap leverages the Prosci Change Scorecard framework to address three areas of performance: organizational, individual and change management.

4. Strengthened the Prosci Risk Assessment and analysis, and provided guidance to address risk factors

The updated Risk Assessment acknowledges a broader range of risk by increasing the number of factors for each assessment. We also made scoring easier with clear descriptions and guidance, and accessible terminology.

Prosci now provides two levels of risk grid customization guidelines to help practitioners take appropriate actions based on the risk assessment results:

  • Risk Assessment Analysis – provides general guidance for customization 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 customization guidance, including potential activities to mitigate risk. This guidance is based on addressing the change characteristics and organizational attributes risk factors that represent the greatest threats to implementing a successful change.

5. Added a Role Roster to make it easier to identify and activate change management roles

The new Role Roster enables you to identify core roles required for successful organizational change 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 .  

Sample-Role-Roster

Prosci Role Roster

6. Introduced the ADKAR Blueprint as a foundation for change management plans

Phase 2 – Manage Change (within the Prosci 3-Phase Process) now begins by orienting around the ADKAR Model as a starting point. Leveraging the simple and scalable ADKAR Blueprint enables you to identify high-level milestone dates, expected gaps, and initial ideas for each of the ADKAR elements.

The ADKAR Blueprint is a game changer that will make change management significantly easier! Many novice change practitioners struggle to know which plan they should focus on developing first. To address this issue, Prosci developed the ADKAR Blueprint as an easy-to-understand, easy-to-use starting point for planning and applying change management. Under some circumstances, such with a small change or novice practitioner, the ADKAR Blueprint might be the only plan you need. For larger or more complex changes, the ADKAR Blueprint informs the creation of specific plans and deliverables to support your project execution.         

7. Increased flexibility in the number, depth and type of change management plans

Instead of always prescribing five plans, the refreshed Prosci Methodology guides you to choose the number, type and depth of change management plans needed to deliver successful ADKAR outcomes in your unique organization or for your unique change.

As mentioned above, the simple but powerful ADKAR Blueprint may be the only plan you need in certain cases. However, most of the time, you will select from role-based and activity-based Core Plans—Sponsor Plan, People Manager Plan, Communications Plan and Training Plan—to meet your unique project’s requirements. You may also add Extend Plans, such as the Resistance Management Plan, Change Agent Network Plan, Sustainment Plan, and others. Note that we renamed some plans to make them more consistent with role names and to align with our people-focused language.

The Prosci Methodology Is Better Than Ever

What you already know about people, change and results hasn't changed. How you activate it has improved. The enhanced Prosci Methodology is still based on the largest body of knowledge on change management in the world. More than two decades of research continues to inform the ADKAR Model, ABCs of Sponsorship , and CLARC Roles of People Managers . The value proposition of change management remains steadfast and true: We capture the people-dependent portion of project ROI by driving adoption and usage. And Prosci will always be committed to creating unforgettable experiences that equip people to achieve more successful change.

prosci-methodology-thought-leadership-article_CTA

Lisa Kempton

Lisa Kempton is a Prosci Senior Development Partner who has been helping organizations excel at change for more than 20 years. She is best known for her work in collaboration with Tim Creasey to build and develop the Prosci Change Scorecard – a holistic, research-based tool to bring clarity, alignment and credibility to the Change Management process. Previously, as a senior consultant and change leader in the healthcare, insurance, IT, and utilities industries, Lisa led large-scale strategic transformations, established a Change Management practice and infrastructure, designed organizational effectiveness solutions, and more.

See all posts from Lisa Kempton

You Might Also Like

Enterprise - 4 MINS

prosci-thought-leadership-article

Change Management Plans

what is prosci change management methodology

Why the ADKAR Blueprint is a Game Changer for Change

Subscribe here.

Bright Hub PM

What Is Prosci's Change Management Methodology?

What Is Prosci's Change Management Methodology?

Becoming Acquainted With the Methodology

Prosci began in 1994 as an independent research company to explore change management and business processes and is one of the most widely used methodologies for managing what Prosci calls “the people side of change.”

Prosci offers training programs both on-site and online that help to build competency in change management . The Change Management Learning Center is holding the Prosci Global Conference in Orlando, Florida from April 6-9, 2009. The seminar goal, according to the Change Management Learning Center, is to be an “open information exchange and idea sharing on the best practices in change management.”

Prosci is used in both the public and private sector and includes members such as the U.S. Airforce, the Bayer Corporation, City of Albuquerque, and Oracle. Here, we will discuss Prosci’s methodology and how to implement it into your organization and projects.

ADKAR - The Prosci Acronym

Thirst for Knowledge by Andrew 1000

ADKAR, or Prosci’s model of individual change stands for Awareness, Desire, Knowledge, Ability, and Reinforcement. Prosci believes that for change to work in an organization, individuals must change and understand change. Looking closely at the ADKAR process, we can see how we might implement Prosci’s methodology into our projects.

Awareness - This is recognizing the need for change.

Desire - Who needs to participate in the change?

Knowledge - Who has the knowledge to guide the change?

Ability - Who will implement skill sets and change behaviors?

Reinforcement - Who will lay the foundation for change initially and for the future.

ADKAR focuses on successful change and by implementing these steps, Prosci’s methodology is expressed through change management activities, diagnosing gaps, developing corrective actions, and supporting managers and supervisors. Prosci’s change management is best served in three phases: preparing, managing, and reinforcing change. You can download this document with instructions for writing change control processes .

Implementing the Phases of Change

Change we can believe in by FVinSC

ADKAR and the Phases of Change, as defined by Prosci, are first on an individual level in order for change to be acceptable on an organizational level. Each of the three phases has specific outputs that when practiced, lead individual change to organizational change, including a good change control process .

PHASE I - In this phase, or the beginning, individuals “prepare” for change as it pertains to a project. For example, how much change management is needed for the project? Questions in this phase would be: Do I have the right people for the project? What is each team member’s attributes? What is my change management strategy or process? How will I structure my team? When will I assess each team or team member. All of these things should be decided at the initiation of a project using a good initiation project checklist (which you can download here).

PHASE II - This phase focuses on the plan of the project and how it will work. Guidelines to set when Phase I is complete include:

  • A communication plan
  • Sponsor road map
  • Training plan
  • Coaching plan
  • Resistance management plan

Use your team to discuss your change management process and to help create plans that will be implemented into your change management procedures.

PHASE III - Here your change management’s goals should be sustainability for the future. You should work with your team to develop measures and standards that will work for your project and implement them. Project manager assessments should be done to see if teams are performing their jobs set at initiation. Phase III is the final phase of Prosci’s change management and should reflect:

  • Reinforcement mechanisms
  • Compliance audit reports
  • Corrective action plans
  • Individual and group recognition
  • Successful celebrations
  • After action review

Based on the Prosci’s change management methodology, implementing change into your projects must be integrated first at individual change reaching toward organizational change to ensure the achievement of the organization’s results. For more information on Prosci’s Change Management seminars and tools, visit the Change Management Learning Center .

  • Enterprise Change Management
  • Innovation Management
  • Advisory Services
  • Facilitation

Prosci Methodology

  • Prosci PCT Model
  • Prosci ADKAR Model
  • Prosci 3-Phase Process
  • Innovation360®

STEPSTONE Consulting

  • Change Management
  • Learning Hub

A structured, adaptable, repeatable approach to enable individuals to successfully move through changes in your organization.

A framework for managing the people side of change

Organizations must continually change and evolve to succeed. Yet changes such as technology deployments or new processes often fail because leaders and teams put too much focus on the technical aspects of the change. For successful change, organizations must also focus on the people side—and how to ensure that each individual embraces and adopts the change.

Prosci has been conducting in-depth change research for more than 20 years. We’ve studied how individuals experience and respond to change, as well as the strategies of change leaders around the globe.

Based on our best-practices research, we developed the Prosci Methodology for change management. When applied, it supports individuals in transitioning from the current state to the future state, an approach that leads to successful project outcomes.

three employees at their desks using the prosci communication plan

Technical side is executed by the project management discipline

Organizational change requires individuals to move from the current to the future state—which requires managing both the technical side and people side of the change

People side is executed by the change management discipline

prosci adkar model image

The main components of the Prosci Methodology

The Prosci Methodology is one of the most widely used approaches to change management in the world, and it continues to evolve.

In response to practitioner feedback and changing customer needs, and to prepare for future change trends, we refreshed the methodology in 2021. The updated Prosci Methodology is more actionable and accessible, and we believe the enhancement will elevate client success in incredible ways.

Although the Prosci Methodology encompasses a variety of models, tools, assessments, processes and more, today it is comprised of three main components:

A simple but powerful framework for establishing and connecting the most important aspects of any successful change effort

  • ADKAR MODEL

A highly effective model for guiding individuals through the experiences or elements needed to make the change

PROSCI 3-PHASE PROCESS

A structured, flexible framework for driving change at the organizational level

Explore our Prosci Methodology

  • PHASE 1 Prepare Approach
  • PHASE 2 Manage Change
  • PHASE 3 Sustain Outcomes

Prosci-Methodology

The PCT Model

A framework that shows the four critical aspects of any successful change effort and how they are interrelated: a shared definition of success with leadership/sponsorship, project management and change management.

Prosci Methodology ADKAR

ADKAR Model

Describes the five ‘building blocks’ or elements an individual needs to achieve for a change to be successful. Impacted individual is at the center of the Prosci Methodology. Individual success leads to organizational success.

Prosci-Methodology Phase 1

Phase 1 – Prepare Approach

Purpose: To position the change for success by developing a customized and scaled change management strategy with the necessary sponsorship and commitment.

what is prosci change management methodology

Phase 2 – Manage Change

Purpose: To achieve adoption and usage of the change by creating, implementing and adapting plan(s) that will move individuals and the organization through ADKAR transitions.

Prosci-Methodology Phase 3

Phase 3 – Sustain Outcomes

Purpose: To realize the value of the change by ensuring the change is adopted and the organization is committed and prepared to sustain the change.

Structured, Scalable and Adaptable

The success of any organizational change depends on the success of change management in encouraging individuals to embrace, adopt and utilize a required change. The change management methodology itself must be structured enough to be repeatable, but also flexible enough to meet the needs of any organization. That’s the Prosci Methodology:

  • Structured – The Prosci Methodology takes what we know about people, change and results and organizes it into a simple process that practitioners can apply to develop change management strategies and plans that increase adoption and usage on a particular initiative.
  • Scalable and adaptable – You can adapt and flex the Prosci Methodology to achieve success in any type of change, where results and outcomes depend on adoption and usage, and in any type and size of organization.

two employees doing OCM training

“Prosci’s approach to change management fosters end-user engagement, positioning managers to lead their people through change by engaging the intuitive ADKAR Model. This flexible, scalable methodology has been a game changer.”

Prosci-Change-Practitioner

Applying the Prosci Methodology

The Prosci Methodology enables organizations to manage change wisely. By doing so, it helps employees thrive through the changes they’re faced with and increases the returns on project investments.

You can learn how to apply the Prosci Methodology to change initiatives in your organization and become a Prosci Certified Change Practitioner by attending Prosci’s Change Management Practitioner Program . It’s an engaging, energizing 3-day learning experience that gives you the knowledge, tools and skills you need to successfully drive change in your organization.

Once certified, you’ll have anytime, anywhere access via the Prosci Portal to the Prosci Hub Solution Suite . It offers extensive digital content, resources and tools that help you apply change management throughout your project. Plus it supports you in learning and growing along the way.

Explore The Program

An Introduction to Change Management Guide

The-Introductory-Guide-to-Change-Management-2021-cover image

Prosci® and the Prosci ADKAR® Model are registered trademarks of Prosci Inc. All rights reserved.

Stepstone Consulting is a member of the Prosci Global Partner Network

Prosci Global Affiliate Network Logo

what is prosci change management methodology

JavaScript seems to be disabled in your browser. For the best experience on our site, be sure to turn on Javascript in your browser.

INTERACTIVE RESEARCH REPORT

Best practices in change management - 12th edition customizable comparative report.

Explore the insights from Prosci's Best Practices in Change Management - 12th Edition in our new, interactive research format. Traditionally, Prosci studies reported benchmarks primarily for the broader change management discipline. As we step into this new era of research, our improved capabilities will enable you to explore benchmarks by industry, organizational size, annual revenue and much more.

expand-icon

Additional Findings Now Available in Research Hub!

We hope you enjoy this small sample of data and responses gathered from over 2,600 change practitioners, and the preview of Prosci's interactive "me-search" dashboard. Additional study findings and analysis is now available. Subscribe to Research Hub for access to these study findings and Prosci's entire research library. 

New call-to-action

The Change Management Blog

Thank you! We will contact you in the near future.

Thanks for your interest, we will get back to you shortly

  • Change Management Tools
  • Organizational Development
  • Organizational Change

walkme

Home » Change Management » The 3 fundamental change management methodologies you need to know

The 3 fundamental change management methodologies you need to know

The 3 fundamental change management methodologies you need to know

Change management methodologies provide a framework to efficiently implement organizational change . Experienced change practitioners produce change management methodologies based on common patterns in change projects. 

A change management methodology helps you deliver several bottom-line benefits of change projects. That could mean better project outcomes, decreased employee resistance, and shortened project timelines. So there are many good reasons for understanding these models before starting a change project. 

This article will introduce the major components of change management models and examine three particular models in detail. We will: 

Change managment ebook guide for donwload

  • Carefully define the meaning of a change management methodologies; 
  • Introduce the ProSci, Kotter, and ACMP models; 
  • Suggest some key questions for how to choose your methodology. 

Along the way, we will signpost further research and reading that can help you achieve a complete understanding. 

What Are Change Management Methodologies?

What Are Change Management Methodologies_(1)

Change management is the discipline dedicated to designing, managing, and leading organizational change. A change management methodology helps leaders prepare, implement, and evaluate a change’s impact on a company’s performance. The methodology provides a practical framework, or roadmap, which outlines a set of actions to follow.

The goals of these frameworks are often very similar:

  • Define a vision, strategy, and plan
  • Develop a communication strategy
  • Allocate resources and create change teams
  • Ensure that employees have the necessary knowledge and training
  • Implement, manage, and lead the change program
  • Reinforce change to ensure that the changes remain permanent

However, the biggest challenges in a change project will differ for every company. The challenges of change can depend on organizational structure; the industry; geographic location; culture; and much more. That’s why many change management methodologies have been created. Fortunately, this choice of methods based on change management research helps change leaders decide the best approach for their company. 

Some change management models are based on strong leadership, others prioritize consensus among organizational staff, and some have special relevance for technologies. 

  • Kotter’s 8-Step Process for Leading Change 
  • Lewin’s Change Management Model   
  • The Lippit-Knoster model for complex change   
  • Bridges’ Transition Model
  • McKinsey 7 Ss Model for organizational transformation 
  • ITIL change management methods 
  • Satir Change Model
  • Agile change management  

We won’t discuss these change management models in this article – after all, we’ve got special posts on many of them (just click the links in the list!). But to get some insight into how different models shape up, we will compare three prominent methods in the next section. 

A Comparison of 3 Change Management Methodologies

A Comparison of 3 Change Management Methodologies(1)

This section will dive deeper into the important change management models. From all the valuable models on our list, we will look at: 

  • Prosci’s model for the “human element” of change; 
  • Kotter’s 8-step model; 
  • ACMP’s Standard for change management. 

You might find that one of these models is perfect for your current organizational challenges, But even if they don’t fit, you can learn a great deal by studying them. A good change practitioner will always adapt their models to achieve successful change. 

Prosci’s Methodology

Prosci’s change method takes two approaches: individual change and organizational change.

The ADKAR framework, their roadmap for implementing change at the individual level, consists of five stages:

  • Create awareness of the need for change
  • Cultivate a desire to support the change
  • Provide teams with the knowledge of how to change
  • Ensure employees can demonstrate the ability to implement required skills and behaviors
  • Reinforce the change to ensure that it sticks

This model is used in conjunction with a three-phase process for organizational change:

  • Prepare for change by defining the change management strategy, preparing the change management team, and developing the sponsorship model
  • Manage change by developing change management plans, then taking action and implementing those plans
  • Reinforce change by collecting and analyzing feedback, identifying gaps, managing resistance, implementing corrective actions, and celebrating successes.

For Prosci, linking individual and organizational change management distinguishes their method from other methodologies.

Kotter’s 8-Step Model

Dr. John Kotter’s 8-step model for change presents a straightforward process that managers and business leaders can follow when pursuing a new change initiative.

These steps include:

  • Create a sense of urgency
  • Build a guiding coalition
  • Form a strategic vision and initiatives
  • Enlist a volunteer army
  • Enable action by removing barriers
  • Generate short-term wins
  • Sustain acceleration
  • Institute change

This model aligns with Prosci’s ADKAR model in many respects since it emphasizes the need for guiding and engaging employees.

However, it also includes elements that focus on the organizational side of change, such as forming a strategy.

ACMP’s Standard for Change Management

ACMP’s Standard for Change Management is a comprehensive and detailed methodology developed by the Association of Change Management Professionals.

Their process includes five steps:

  • Evaluate change impact and organizational readiness
  • Formulate the change management strategy
  • Develop the change management plan
  • Execute the change management plan
  • Complete the change management effort

These five steps, in turn, consist of many other smaller steps and activities that overlap with many of the activities covered in the two methods outlined above.

Professionals wishing to learn and apply this system can obtain training through qualified providers or certification from the ACMP directly.

Choosing the Right Change Management Methodology

Choosing the Right Change Management Methodology(1)

Selecting the right change management methodology is a pivotal decision with profound implications for an organization. The methods chosen shape how successfully and smoothly the change initiative is embraced by stakeholders. It directly influences whether goals are met or missed, resources are optimally utilized or wasted, and resistance is minimized or amplified. 

To help you in your journey for a change methodology, here’s a long list of key questions you can explore: 

  • What is the nature of the change?
  • What are the organizational goals and objectives?
  • What is the corporate culture?
  • What is the level of stakeholder involvement?
  • What is the timeline for implementation?
  • What resources are available?
  • What is the level of risk tolerance?
  • What communication and engagement strategies are needed?
  • Is agile or iterative implementation desired?
  • Is individual behavior change important?
  • What does success look like?
  • Is external expertise required?

More deeply, you will need to think about who will manage the change, what those managers’ preferences are, and how much experience they have in change management. Likewise, you’ll need to consider the preferences of staff and leaders and the alignment between a change methodology and the organization’s culture. 

Although the popular change models have a track record of success, positive outcomes will often depend on the capabilities of a change leader. For instance, a change practitioner who has experience in one method will be better prepared to use that method in a new environment. They can understand the strengths of the model (and its weaknesses) and better prepare for organizational success. 

At the start of their change journey, companies should allow some time to dig deeper into the various methodologies. Building an enterprise change management function is no mean feat – so listen to the guidance of people who’ve gone before. 

Change Management Methodologies: What Next?  

To wrap up this article, let’s finish with a simple thought. 

A change management method is a “must-have” for organizational change. Organizations use a comprehensive change management process – because they know it is a very useful and effective way to get change right. It helps you to avoid poor planning and to get a positive response from stakeholders.  

Of course, it’s hard to make decisions about the right method. There are many examples from the history of change management (as we have seen). 

Remember that change management, like any organizational discipline, is always developing. For example, even though McKinsey has a very popular change management model (the 7 Ss), they continually show that successful transformations must adapt to the present moment. 

To learn more, keep up with the latest research, read our change management articles , and think carefully about your strategic vision.

If you liked this article, you may also like:

Change implementation: The ultimate guide

Change implementation: The ultimate guide

What is the Deming Cycle (PDCA) in change management?

What is the Deming Cycle (PDCA) in change...

what is prosci change management methodology

WalkMe Team

WalkMe spearheaded the Digital Adoption Platform (DAP) for associations to use the maximum capacity of their advanced resources. Utilizing man-made consciousness, AI, and context-oriented direction, WalkMe adds a powerful UI layer to raise the computerized proficiency, everything being equal.

Join the industry leaders in digital adoption

By clicking the button, you agree to the Terms and Conditions. Click Here to Read WalkMe's Privacy Policy

Exciting announcement! Prosci has acquired The People Side of Change !

what is prosci change management methodology

New : Exciting announcement! Prosci has acquired The People Side of Change ! Read more

Register now : Prosci CM Practitioner Certification program Register

  • Prosci Methodology

A structured, adaptable, repeatable approach to enable individuals to successfully move through changes in your organization

A framework for managing the people side of change

Organizations must continually change and evolve to succeed. Yet changes such as technology deployments or new processes often fail because leaders and teams put too much focus on the technical aspects of the change. For successful change, organizations must also focus on the people side—and how to ensure that each individual embraces and adopts the change.

Prosci has been conducting in-depth change research for more than 20 years. This study focused on how individuals experience and respond to change, as well as the strategies of change leaders around the globe.

Based on this best-practices research, Prosci developed a methodology for change management. When applied, it supports individuals in transitioning from the current state to the future state, an approach that leads to successful project outcomes.

The main components of the Prosci Methodology

The Prosci Methodology is one of the most widely used approaches to change management in the world, and it continues to evolve. The Prosci Methodology is actionable and accessible and will elevate client success in incredible ways.

Although the Prosci Methodology encompasses a variety of models, tools, assessments, processes and more, today it is comprised of three main components:

what is prosci change management methodology

a simple but powerful framework for establishing and connecting the most important aspects of any successful change effort

what is prosci change management methodology

ADKAR Model

a highly effective model for guiding individuals through the experiences—or elements—needed to make the change

what is prosci change management methodology

  • Prosci 3-Phase Process

a structured, flexible framework for driving change at the organizational level

Explore the Prosci Methodology

A framework that shows the four critical aspects of any successful change effort and how they are interrelated: namely, a shared definition of success with leadership/sponsorship, project management and change management.

Describes the five building blocks or ‘elements’ an individual needs to achieve for a change to be successful. Impacted individual is at the center of the Prosci Methodology. Individual success leads to organizational success.

what is prosci change management methodology

Phase 1 - Prepare Approach

Purpose: To position the change for success by developing a customized and scaled change management strategy with the necessary sponsorship and commitment.

what is prosci change management methodology

Phase 2 - Manage Change

Purpose: To achieve adoption and usage of the change by creating, implementing and adapting plan(s) that will move individuals and the organization through ADKAR transitions.

what is prosci change management methodology

Phase 3 - Sustain Outcomes

Purpose: To realize the value of the change by ensuring the change is adopted and the organization is committed and prepared to sustain the change.

Structured, Scalable, Adaptable

The success of any organizational change depends on the success of change management in encouraging individuals to embrace, adopt and utilize a required change. The change management methodology itself must be structured enough to be repeatable, but also flexible enough to meet the needs of any organization. That’s the Prosci Methodology:

  • Structured – The Prosci Methodology takes what we know about people, change and results and organizes it into a simple process that practitioners can apply to develop change management strategies and plans that increase adoption and usage on a particular initiative.
  • Scalable and adaptable – You can adapt and flex the Prosci Methodology to achieve success in any type of change, where results and outcomes depend on adoption and usage, and in any type and size of organization.

Applying the Prosci Methodology

The Prosci Methodology enables organizations to manage change wisely. By doing so, it helps employees thrive through the changes they’re faced with and increases the returns on project investments.

You can learn how to apply the Prosci Methodology to change initiatives in your organization and become a Prosci Certified Change Practitioner by attending Prosci’s Change Management Certification Program. It’s an engaging, energizing 3-day learning experience that gives you the knowledge, tools and skills you need to successfully drive change in your organization.

Once certified, you’ll have anytime, anywhere access via the Prosci Portal to the Prosci Hub Solution Suite. It offers extensive digital content, resources and tools that help you apply change management throughout your project. Plus it supports you in learning and growing along the way.

An introduction to change management

The data is clear: even when organizational changes meet technical requirements and milestones, they can still fail to deliver results and benefits. What’s missing? Change management. Organizations that embrace change management are more likely to achieve project objectives, stay on or ahead of schedule, and stay on or under budget.

what is prosci change management methodology

Interested in learning more about the Prosci Methodology?

Do you have questions, looking for training opportunities.

  • Prosci - The People Side of Change bv (Netherlands)
  • Nieuw-Zeelandweg 15a
  • 1045 AL Amsterdam
  • Prosci - The People Side of Change bv (Belgium)
  • De Keyserlei 58 – 60 2018 Antwerpen
  • ‭+31 85 489 21 11‬
  • Change Management
  • Prosci PCT Model
  • Prosci ADKAR Model

Training & Solutions

  • CM Training for professionals
  • CM Coaching for professionals
  • CM Solutions for organisations
  • Prosci portal
  • Enterprise Change Management
  • Events en webinars

ADKAR, ADKAR terms, Preparing for Change, Managing Change, and Reinforcing Change are trademarks of Prosci. All Rights Reserved. Used under license.

© All rights reserved

Cancellation policy, prosci - the people side of change bv, privacy overview.

Enter your details below and we will call you at a time that suits you.

" * " indicates required fields

Prosci Methodology overview

Your download is ready. Please click the button below to proceed …

what is prosci change management methodology

Implementation Management Associates (IMA)

  • Methodology Overview
  • Licensing the AIM Methodology
  • AIM Training Programs Overview
  • AIM Certification
  • Public Program Calendar & Registration
  • Change Management Consulting
  • Instructional Design Consulting
  • Business Transformation
  • Healthcare Transformation
  • Culture Change
  • ERP & Technology Changes
  • Operational Excellence
  • Mergers & Acquisitions
  • What is Change Management?
  • Generating Sponsorship
  • Building Readiness for Change
  • Managing Resistance to Change
  • Communication During Change
  • Blending Project Management & Change Management
  • Enterprise-wide Change
  • Transformational Change
  • Client Log In

IMA's Implementing Organizational Changes at Speed Blog

Change management methodologies: aim vs prosci.

Posted by Paula Alsher on Tue, Jul 30, 2013 @ 09:22 AM

Power Your Change with AIM

1.   Methodology Approaches

The Prosci methodology is a "linear approach" that provides users with a roadmap for implementing the change by completing a prescribed set of tools and templates.  Because it is linear and somewhat prescriptive, it is a good methodology for beginners who are dealing with routine changes within a specific department or business unit.

AIM is built on the assumption that change is not linear; it is cyclical and "iterative." AIM is principle-based, meaning that users learn the principles, and then can call on those principles to know what to do given a set of circumstances.  Since implementations are unpredictable, AIM is designed to guide you on what to do no matter what situation you face, with greater emphasis on gaining behavior change.

AIM Road Map

  • Defining the Change
  • Developing Target Readiness
  • Building a Communications Plan
  • Developing a Reinforcement Strategy

2.   Organization Fit   

Are you looking to apply the change management methodology on a simple project by project basis or do you also have the need to apply it on enterprise-wide changes where there are multiple projects, matrixed organization structures, multiple Sponsors, etc?

If all you are looking for is a simple set of checklists and templates that can be integrated into your projects, then the Prosci methodology and ADKAR model work well.

If you have a more complex organization where changes are going across multiple functional business units and where you are dealing with multiple Sponsors (enterprise-wide, transformational changes) then you will find the inherent scalability of AIM an attractive feature.   AIM  is an integrated system that can be used on any type or size/complexity project or change initiative, including culture changes.  

2.   Research-Based Foundation

Both AIM and the Prosci methodology are "research-based." The Prosci methodology captures best practices of change practitioners and updates the methodology based on survey results.   AIM i s based on behavioral science principles augmented by our "field research" of best practices--what we have observed has worked (and not worked) in implementing changes in organizations. 

  4.   Tools and Templates

Yes, there are tools and templates available as part of both change management methodologies.  The Prosci methodology is more tool and template driven and offers a wide number of checklists and templates, some of which are automated.  

While AIM provides tools and templates as well, the AIM measurement diagnostics include a very robust set of measurement diagnostics that work in concert with the principles systemically to provide you with the "directional guidance" on where to best apply your finite resources.   

5.   Ease of Use

The prescriptive nature of the Prosci methodology makes it a simple approach to follow on a project.  However, there are some limitations if you are dealing with a change that is not a formal project but where applying change management principles would be beneficial.  

AIM is presented as a system with hard deliverables in a user-friendly package through color-coding. It's extrmely flexible and designed to be used in any situation in a "fit for purpose way."  It is a repeatable process, but you don't have to apply the entire framework steps every time.  Therefore, there is some judgment involved in determining which strategies and tactics are needed.   For many users, the methodology becomes a "mind-set" that alters the way they assess formal project implementations as well as any kind of organizational change. 

6.   The Role of Leaders

Both methodologies put major emphasis on the need for leaders to serve as active Sponsors of changes.  

The Prosci methodology talks about 3 actions being 1) participate actively and visibly; 2) build a coalition of managers and peers; and 3) communicate effectively with employees.

AIM takes a very direct and behavioral-based approach to the role of Sponsors and breaks down Sponsorship to include authorizing Sponsors (leaders at the top) and "reinforcing" Sponsors (all management level personnel) who must " express, model, and reinforce" their personal commitment to the changes.  This behavioral-based approach emphasizes the importance of reinforcement of required new behaviors over simply communicating the importance of those behaviors.

How would you evaluate the differences?

Free Webinar:  The AIM Change Management Methodology

Topics: Change Management Methodology , Accelerating Implementation Methodology (AIM) , Comparing Change Management Methodologies

Implementation Management Associates (IMA)

Copyright  ©  2018 IMA, Inc. All Rights Reserved.

what is prosci change management methodology

Total with VAT: {{CartWithDetails.cartMaster.total_after_vat}} {{currency}}

Your cart is empty.

Prosci Methodology - Change Management Methodology

Prosci Methodology - Change Management Methodology

Written By : Bakkah

15 Jan 2024

Table of Content

What is Change management?

Change management methodologies:, what is prosci methodology, the connection between effective change management and the return on investment (roi), popular articles.

PRINCE2 Methodology - 2024 Full Guide About Advantages and Disadvantages

Application of PMO in government entities in Saudi Arabia

Human Resources Management Importance and Roles in 2024

Change management aims to maintain the organization’s vitality and effectiveness and encourages the development of the business. Change management Develops the ability to innovate and keep up with internal and external changes while enhancing the organization’s situation and strength.

Change management applies a set of tools, processes, skills, and HR management principles, in order to achieve the required output of changing a project or an initiative, it’s also defined as A repairing process that aims to fix faults, mistakes, and deficiencies within the organization according to a master plan.

Change management deals with different dimensions like: processes and procedures, organizational structure, financial system, and human resources.

Change management is one the most important fields of modern management, where it became an active research field, experts in change management created many theories and methodologies to apply the organizational change process, some of them are:

  • People-Centered Implementation (PCI) Model
  • Prosci Change Management
  • Viral Change Roadmap
  • LaMarsh Change Management Model
  • Bridges Leading Transition Model for Change
Each methodology has its own characteristics, in (Bakkah Inc) for training and consulting we offer change management services through consultations and trainings, we adopt Prosci’s methodology as it’s the best used methodology in the field.

Prosci Methodology  is the world’s leading Change Management research and publishing company. Founded in 1994, it is headquartered in the USA.

The name “ Prosci ” represents the fusion of “profession” and “science” in the field of Change Management.

Over 3,500 organizations worldwide have adopted the Prosci methodology, and it is endorsed by 3 leading institutions in change management, which are:

  • the Project Management Institute (PMI),
  • the Australian Institute of Project Management (AIPM)
  • the Change Management Institute (CMI)

One of Prosci’s most significant contributions was demonstrating the connection between effective Change Management and the Return on Investment ( ROI ) of change projects.

In the next article we will discuss more details about the components of Prosci's change management methodology. We will also talk about one of the known models of Prosci methodology which is ADKAR model of individual change.

In Bakkah Inc. for training and consulting, a special workshop in Prosci’s methodology of change management was designed to help project team members of the project to analyze, plan, design, and develop change management strategies successfully and effectively, the workshop provides practical experience to the participants, where they have the chance to learn the needed concepts, theories, methodologies, and tools to apply the change successfully.

If you want to learn more about change management and its methodologies, attend CCMP™ - Certified Change Management Professional course.

Bakkah team for training and consulting

Your experience on this site will be improved by allowing cookies.

Added to Cart

{{ convertjson(lastcartitem.course.title) }}, features with this course, total with vat, {{ parsefloat(totalfeatures(lastcartitem)) }} {{currency}}.

WhatsApp

Exciting announcement! Prosci has acquired The People Side of Change !

Refresh your Change Management tool kit (1/6)! New PROSCI’s 3-Phase Process, an intro.

02 December 2021 What’s new on the Change Management front? Keep on reading to catch up with the latest updates on PROSCI’s methodology. In this post, we go back to the basics, with a twist! Article written by Renaud de Lombaert

Familiar with PROSCI’s methods? Here is an opportunity to dust off your knowledge and incorporate developments into your daily practice. New to the discipline of Change Management? Here is everything you need to know about the global leader in CM solutions. Get off to a great start or refresh your tool kit with our brand-new series of posts. This is the closest thing to a refresher course , and it’s packed with infographics you don’t want to miss!

In this first instalment, we give you a taste of what’s to come before we go back to the basics … with a twist.

Why the update and what to expect.

If change wasn’t hard enough, crisis-led changes pose massive human challenges. Those are unprecedented times. In a world marked by escalating levels of uncertainty, we need flexible and easy-to-use tools to deal with the people side of change. That is exactly what PROSCI is striving for with this 2021 update. So, what’s new in this release?

Backed by 20 years of research into what makes change successful (or less so), the core methodological assumptions remain. PROSCI brings you “ structured, adaptable, repeatable strategies and plans aimed at driving adoption and usage”. But they have been expanded and repackaged in a format that makes them more actionable, hence more effective.

Beyond the PROSCI’s 3 Phase-process described in this post, expect revisions on 5 related aspects and tools:  

  • The Prosci Change Triangle Model (PCT) has been augmented with a success assessment test.   
  • For the sake of completeness, the Risk Assessment now integrates and reflects a broader range of risks.
  • The foundational ADKAR model that describes individual transitions through a sequence of 5 steps ( A wareness, D esire, K nowledge, A bility, R einforcement) becomes ADKAR Blueprint to power and guide Change Management plans.
  • Change Management plans designed by PROSCI are more flexible to use and combine (number, depth, type).
  • Change Management roles can be quickly identified and easily activated thanks to the introduction of a role roster.

If you are a Certified Practitioner ready to roll out PROSCI's game-changing new tools, consider attending our one-day  Methodology Application Program.

The 3-phase process, simplified.

Any “change” is in fact the result of a 3-step process. You go from a current state to a future state, through a transition phase. Driving the change also occurs in 3 stages:

  • prepare approach , defining the gap between the present state and the future you envision
  • manage change , implementing CM plans to help people go through their own individual transitions
  • sustain outcomes , to avoid slipping back into old habits and mitigate late-stage resistance

Change doesn’t rest exclusively on CM experts’ shoulders, and it happens one person at a time. Lacklustre communication is the enemy. PROSCI’s revised 3 phase-process (Infographics © PROSCI) involves asking plain language questions accessible to non-practitioners to help set and break down goals into activities. Each of the 3 phases is attached to a single deliverable.

Keep in mind that what follows is an intro designed to help you get the big picture – change process and rationale – before we dive into each part and detailed plans in later instalments. 

eng_graphe_0.png

Phase 1. Prepare approach.

The overarching goal of phase 1 is to “position the change for success” by “developing a customised and comprehensive approach to it”.  What you should end up with is a robust Change Management strategy . Let’s do a walk-through of the questions and tasks involved.

  • Define Success: What are we trying to achieve?

In short, what are we talking about? Is the change about implementing a new ERP, or perhaps new hybrid working routines? Name it first, then define what success should like. How do operational processes or the workplace look after the change? Describe the future state in vivid terms to help people align with your vision and own the change.

  • Define Impact : Who has to do their jobs differently and how?

Identify all impacted groups , the ones expected to be using the new software or working remotely. Evaluate how much of an impact the change will have on the way they perform their daily tasks. How and in which ways are each of these groups specific ? Define adoption and usage (proficiency).

  • Define Approach : What will it take to achieve success?

What are the risks associated with the change? Addressing this aspect is every bit as important and should help you craft a customised change management approach. Expect resistance to emerge, so list tactics to deal with them upfront. Identify CM resources / structures (CM team as a stand-alone unit or merged with PM, HR, …) and key roles to be activated (sponsors, managers, …). Once this is done, align the roadmap with the time line of the project.

Phase 2. Manage change.

Prepare for action and execute. The purpose of Phase 2 is to drive “adoption and usage by creating, implementing and adapting plans that will help people operate their individual transition”. The aggregation of these plans and actions is your Master Change Management Plan .

  • Plan and Act : What will we do to prepare, equip and support people?

Structure the change process with the ADKAR Blueprint and produce Change Management plans accordingly to ensure steady progress and people ownership. Most important plans include the Sponsor Plan and Communications Plan. Check out our ADKAR Blueprint  intro for a heads-up. Make sure that CM keyplayers are well-equipped and ready to step into their role , either to promote the change (sponsors and influencers), cascade the change (managers) or implement new working routines or processes on the frontline (employees).     

  • Track Performance : How are we doing?

You cannot course-correct, adapt or address resistance if you have no solid monitoring structure. This is core to any Change Management system. Establish a tracking calendar to measure progress and how far along the ADKAR journey people really are. This is also a great time to take stock of what goes well , understand why, what opportunities this creates and how to keep improving . 

  • Adapt Actions : What adjustments do we have to make?

Be ready to pivot as things unfold. This is especially the case when working in an Agile environment. In Phase 2, expect to spend a good amount of time on adjusting your strategy and implementing adaptive actions .

Phase 3. Sustain Outcomes.

Measure outcomes and reinforce. Phase 3 is about “making sure the change is adopted and the organisation is committed to doing what is needed to sustain the change.” This is the key to long-term success.

  • Review Performance : Now, where are we? Are we done yet?

Evaluate ADKAR results. Most importantly, get feedback to leverage lessons learned and pass along knowledge. Beware that the closeout of Change Management cannot happen without a plan to reinforce the change.

  • Activate Sustainment: What do we need to ensure the change sticks?

Change can be short-lived if nothing is done beyond “formal implementation”. Identify the gaps and goals . Design reinforcement actions , schedule activities and get the right people in the game, always making sure they are prepared for the task ( role activation ). Treat sustainment as an extension of Phase 2.

  • Transfer Ownership : Who will assume ownership and sustain outcomes?

Transfer knowledge and assets to whoever is involved in the initiative and impacted in the long run. Last but not least, do celebrate successes. This is a big part of making the change come alive … and stay alive.

Stay tuned to learn more about PROSCI’s updated methodology in upcoming blogs. Eager to dive into it right now? Discover our  Methodology Application program for PROSCI Certified Practitioners. 

Be in the know

Join the community to receive the latest articles on Change Management, upcoming events and exclusive newsletter.

We guarantee 100% privacy. Your personal details will not be shared to third party partners.

Join the community to receive the latest thought change management articles, upcoming events and exclusive newsletter

By completing and submitting this form, I authorize the use of my data for being informed of Prosci Europe upcoming events, and gaining access to useful materials tailored to my specific needs. For further information regarding the processing of your personal data or your rights on your personal data, please refer to our  Privacy Policy .

Don't ask me anymore

We’ll get back to you soon.