The annual Change Management conference by the Association of Change Management Professionals is coming up on March 25 - 28 in Las Vegas, NV, and Prosci is thrilled to be a sponsoring partner.
“This has been really informative, but my plate is really full, and I need to get back to the office and get some things done.”
This was a Chief Marketing Officer’s response at the end of a day-long leadership meeting on the fundamentals of change management. Worse, she brought it up in response to how the team would implement what they had learned during the meeting.
A structured approach to the change process is a critical concept in developing a successful and sustainable organizational change strategy. Organizations that employ a structured process within their change strategy benefit from a smoother transition, increased adoption rate, and higher implementation rates amongst impacted groups. Industry-leading organizations leverage a structured change approach to create a formal and dependable process that is replicable throughout the organization on all projects. One crucial element in building a successful and sustainable change strategy is dedicating a portion of your structured approach to the individual employee and their success.
Since 1994, Prosci has been listening to and engaging with clients around the world to help people embrace and adopt change. Every day our training team, program advisors and account managers respond to questions and guide change professionals to achieve their desired outcomes informed by our best practice research and client success experiences. Below are four questions we hear frequently, the context for the questions, and the answers.
Do you have what you need to win at change? These change practitioners are utilizing the latest and greatest tools from Prosci as they impact the way change management is done at their organizations.
As we prepared for the release of our tenth Best Practices in Change Management report over twenty years of research, I couldn't help but notice how many things have changed in twenty years. Let’s take a moment to reflect:
The loudest resounding theme from two decades of change management best practices research is that executives and leaders play a pivotal role in change. Active and visible change sponsorship is the number-one success factor for creating successful change outcomes.
Change management practitioners, in turn, play an important role in enabling and supporting change sponsors in their sponsorship role. When change management teams support sponsors effectively, they become a vital partner to executives in the achievement of successful change outcomes. Below is a selection of research findings on best practices for engaging executives and senior leaders in their role as change sponsors and helping them understand what activities great change sponsors perform.
Managers have always been a key lever to success in change management work. They are the frontline troops in helping get their employees through a change successfully. Prosci’s research has continued to demonstrate that employees want to hear about change from their managers, managers can help proactively mitigate employee resistance, and having managers bought into the why of a change is crucial for success. The Prosci ADKAR Model is a uniquely valuable tool that, when used successfully, can help managers positively impact a change. In Prosci’s Applications of ADKAR research effort, change practitioners shared their experience, insights and advice on empowering managers with the ADKAR Model (read the full research report here).