When we think of change management, we typically envision the actions we take, such as communicating, building sponsorship, managing resistance, etc. However, one of the keys to successfully managing change is using an individual change model. That's because understanding how an individual experiences the change is critical for change management activities and interventions to take hold. The Prosci methodology uniquely orients the activities and interventions of change management around an individual model for change to improve outcomes.
An individual model for change is necessary for organizational change management to be effective. It defines the outcomes or results that organizational activities are trying to achieve. Ultimately, an individual change model is critical because:
There are a number of risks involved in attempting change management without first having a solid understanding of how individuals go through change. This is perhaps one of the biggest shortcomings of "recipe-driven" change management approaches. We can't think of change management as merely checking the box and moving forward. Because of principle 1 above, we must focus on how well each individual moves through their own personal transition for change management to be successful.
Two major risks of trying change management without an individual change model include:
Prosci's ADKAR Model has proven so effective that we leverage it in our Change Management Certification Program, Change Management Program for Managers, and Change Management Sponsor Briefing. Our clients are very successful when they get each of these very different groups thinking about change in terms of the ADKAR Model. Speaking practically, there are several main applications of the individual change model:
The individual perspective of change is critical to any change initiative, and an individual change model is critical to moving individuals through the change with success. As you reflect on this article, remembering the key principles, risks and applications above will help you manage the significant impacts that emerge from the core of any change initiative: the individuals.
Tim Creasey is Prosci’s Chief Innovation Officer and a globally recognized leader in change management. His work forms the foundation of the largest body of knowledge in the world on managing the people side of change to deliver organizational results.
Speak with a Prosci professional to learn more about our research, training, resources, advisory services or how to partner with us.
+1 970 203 9332
Considering working with Prosci to build your change capability? Let’s talk! We can define your goals, review your strategy and provide actionable insights to drive your organization forward.
Create a free account and access a wealth of online resources and research-based tools to help you succeed at each level of your change management journey.