Latest blog articles

How to Reinforce Change by Celebrating Successes

The final component of a good change management program - reinforcement - is often skipped or overlooked even though it is critical to the long-term, sustained success of a change. There are three essential components in the final phase of change management: collecting and analyzing employee feedback, diagnosing gaps and managing resistance to change, implementing corrective actions and celebrating success. This article focuses on the final stage, implementing corrective actions and celebrating success.

How to Diagnose Gaps and Manage Resistance

The final component of a good change management program - reinforcement - is often skipped or overlooked even though it is critical to the long-term, sustained success of a change. There are three essential components in the final phase of change management: collecting and analyzing employee feedback, diagnosing gaps and managing resistance to change, implementing corrective actions and celebrating success. This article focuses on the second stage, diagnosing gaps and managing resistance to change.

Challenges you may encounter in building A, D, K, A and R

The Prosci ADKAR Model is one of the most requested change management models in the world. By breaking down successful change into five simple steps, change management practitioners around the globe have been able to more effectively make sense of and drive the individual transitions that result in project success. However, building Awareness, Desire, Knowledge, Ability, Reinforcement® is not always easy and can be challenging. This tutorial presents data on and examines common challenges associated with each of the ADKAR elements.

How to Mobilize roles in Change Management

Projects risk potential failure when change management is thought of as only the responsibility of the change management team or resource. This tutorial presents some key points and research-based materials that are useful in preparing people invovled in change initiatives for their respective roles in managing change.

Why You Need an Individual Change Model

When we think of change management, we typically envision the actions that we take - communicating, building sponsorship, managing resistance, etc. However, one of the keys to successfully managing change is the use of an individual change model. Understanding how an individual experiences change is critical for change management activities and interventions to be successful.

ADKAR: Core to the People Side of Change

The Prosci ADKAR Model was developed by Jeff Hiatt in 1996 and first published in a white paper titled "The Perfect Change" in 1999. Following nearly a decade of research by Prosci on the model, the first book on ADKAR was released in 2006 titled ADKAR: A Model for Change in Business, Government and Our Community. Since then, the model has enabled and inspired leaders, managers and employees in hundreds of organizations around the world to be successful leaders of change.

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