Latest blog articles

Using the ADKAR Model as a Structured Change Management Approach

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.

5 Tactics for Engaging Effective Sponsors

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.

Empowering Managers with the ADKAR Model

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).

Equipping Senior Leaders with the ADKAR Model

Since the beginning iterations of Prosci’s change management research, we’ve known about the importance of senior leader engagement on a project. Nearly every change manager has navigated the tension between understanding the importance of senior leader engagement on a project and the difficulty of getting this necessary engagement. What is more, it is not enough to have senior leaders involved in a change project. We must ensure that they are equipped with the tools that they need to be effective, active, and visible leaders throughout the project.

The Case for Change Management Worksheet

While the data is quite clear that your projects will be more successful with change management, you may still find yourself working to justify change management to project team members and senior leaders in your organization.

5 Ways to Educate New Practitioners About Change Management

Once you’ve hired a new change management practitioner or team member, how do you ensure they have the knowledge and ability they need to successfully facilitate change?

Using the ADKAR Model to Measure Change Success

Peter Drucker famously observed, “what gets measured gets managed.” In the change space, measurement has often been an elusive frontier. With its individual and results orientation, the Prosci ADKAR Model is uniquely valuable as a measurement mechanism. In Prosci’s Application of ADKAR research effort, change practitioners shared their experience, insights and advice on using the ADKAR Model as a measurement framework. And, as it turns out, it works –two thirds of participants using the model as a measurement framework said it was extremely effective. As one participant noted, “ADKAR allows you to measure where individuals are in the change process so change management activities can be tailored and timely.”

Effectively Managing the Move to Agile

To respond to recent changes, organizations are deploying Agile methods and mindsets using iterative development to increase alignment with client needs, increase speed to value, and reduce risk over the project lifecycle. However, moving from traditional waterfall approaches to Agile approaches is a change in and of itself – one that must be effectively managed. The transition to Agile can be plagued with obstacles if not intentionally managed. It takes more than a declaration or hiring a few Agile coaches – systemically adopting Agile throughout an organization takes structure and intent.

Subscribe to Our Blog!

Receive the latest Prosci thought leadership, how-to articles and industry news direct to your inbox.