Prosci-4-2 Methodology Process-V9 1 PDF
Prosci-4-2 Methodology Process-V9 1 PDF
Prosci-4-2 Methodology Process-V9 1 PDF
Tutorial
Managing Change
Management
Methodology Collection
Tutorial 2 of 4
In Brief: This tutorial provides a definition and summary of each of the main areas for change
management based on Prosci's benchmarking research with more than 3400 organizations over the
last 16 years. For more tools and resources:
http://portal.prosci.com
The adjacent illustration depicts a high level snapshot of Prosci’s 3-Phase Change Management Process.*
As a proven platform, it structures a repeatable process combining strategic planning and actionable
tasks that manage the people side of change. Phase 1 planning and strategies occur pre-change. Before
the change initiatives. The change happens in Phase 2, once the plans are developed and executed.
Phase 3 occurs post-change. Analysis and evaluation of results reinforces the desired outcome.
Readiness assessments
These assessments are tools used by a change management team or project leader to assess the
organization's readiness to change. Readiness assessments can include organizational assessments,
culture and history assessments, employee assessments, sponsor assessments and change assessments.
Each tool provides the project team with insights into the challenges and opportunities they may face
during the change process.
Assess the scope of the change, including: How big is this change? How many people are
affected? Is it a gradual or radical change?
Assess the readiness of the organization impacted by the change, including: What are the value-
systems and backgrounds of the impacted groups? How much change is already going on?
What type of resistance can be expected?
Assess the strengths of your change management team.
Assess the change sponsors and take the first steps to enable them to effectively lead the
change process.
For example, the first step in managing change is building awareness around the need for change and
creating a desire among employees. Therefore, initial communications are typically designed to create
awareness around the business reasons for change and the risk of not changing. Likewise, at each step in
the process, communications should be designed to share the right messages at the right time.
Communication planning, therefore, begins with a careful analysis of the audiences, key messages and
the timing for those messages. The change management team or project leaders must design a
communications plan that addresses the needs of front-line employees, supervisors and executives. Each
audience has particular needs for information based on their role in the implementation of the change.
Sponsorship involves active and visible participation by senior business leaders throughout the process.
Unfortunately many executives do not know what this sponsorship looks like. A change agent's or project
leader's role includes helping senior executives do the right things to sponsor the project.
Once managers and supervisors are on board, the change management team must prepare a coaching
strategy. They will need to provide training for supervisors including how to use individual change
management tools with their employees.
Resistance management
Resistance from employees and managers is normal. Persistent resistance, however, can threaten the
success of a project. The change management team needs to identify, understand and manage resistance
throughout the organization. Resistance management is the processes and tools used by managers and
executives with the support of the project team to manage employee resistance.
*Available as a “Do-It-Yourself” option for immediate access to the methodology and tools:
Also learn more about Prosci's acclaimed 3-day Certification Program: http://www.prosci.com
Conclusion
Ten components and tools to help you manage change
These ten elements comprise the areas or components of a change management program. Along with the change
management process, they create a system for managing change. Good project managers apply these components
effectively to ensure project success, avoid the loss of valued employees, and minimize the negative impact of the
change on productivity and a company's customers. The Prosci Change Management Certification Program is a great
option for hands-on learning about these eight elements and other tools for managing change. Visit
http://www.change-management.com to learn more.
Prosci 3-Phase Process; 3) As a competency across the organization Methodology
Tools
through the cutting-edge Prosci Enterprise Change Management www.prosci.com
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