1. Person or firm who created the framework
This framework was developed by Prosci, a renowned change management consultancy and research organization, which has been developing its methodologies based on research over the past two decades.
2. Description of the framework
Prosci’s Change Management Process is a structured approach that guides individuals and organizations through the transition from a current state to a desired future state. The process is built around three phases, each with specific steps and actions:
- Phase 1: Preparing for Change – This involves preparing by defining the change and assessing readiness through several key steps:
- Define the change strategy.
- Assess the organization’s readiness for change.
- Develop the change management team.
- Create a sponsorship model.
- Phase 2: Managing Change – This phase involves managing the change on a day-to-day basis, ensuring that it is implemented smoothly:
- Develop change management plans that consider communications, sponsor activities, coaching, training, and resistance management.
- Implement the plans.
- Make adjustments as necessary based on ongoing evaluations.
- Phase 3: Reinforcing Change – This final phase focuses on ensuring that the change is sustained:
- Collect and analyze feedback.
- Diagnose gaps and manage resistance.
- Implement corrective actions and celebrate successes.
3. The framework's "secret sauce"
The distinctive aspect of Prosci’s Change Management Process is its research-based approach and emphasis on individual transitions as a core component of successful organizational change. It integrates the individual change model, ADKAR, into the organizational change management efforts, which highlights the need to support each person in successfully making a change.
4. Situations for which the framework is particularly well suited
This framework is particularly well suited for large-scale organizational changes where managing the human side of change is critical to achieving business outcomes. It is effective in mergers, acquisitions, ERP implementations, and other scenarios that require detailed and structured transition plans.
5. Practical instructions for using this framework
Phase 1: Preparing for Change
Define Your Change Management Strategy:
- Assess the Change Impact: Conduct a change impact assessment to understand how the change will affect the organization and its employees.
- Define Objectives and Scope: Clearly define the objectives and scope of the change initiative.
- Identify Key Stakeholders: Identify all stakeholders who will be affected by the change and their influence on the change effort.
Prepare Your Change Management Team:
- Select the Change Management Team: Assemble a team with the necessary skills and experience to manage the change.
- Define Roles and Responsibilities: Clearly outline the roles and responsibilities of each team member.
- Provide Training and Resources: Ensure the team has the training and resources needed to effectively manage the change.
Develop Your Sponsorship Model:
- Identify Sponsors: Identify executive sponsors who will champion the change.
- Engage and Align Sponsors: Ensure that sponsors are engaged and aligned with the change objectives.
- Develop a Sponsorship Coalition: Build a coalition of sponsors who can provide support and remove barriers to change.
Phase 2: Managing Change
Develop Change Management Plans:
- Communication Plan: Develop a communication plan to keep stakeholders informed and engaged throughout the change process.
- Sponsorship Plan: Create a plan to maintain active and visible sponsorship throughout the change.
- Coaching Plan: Develop a coaching plan to support managers and supervisors in leading their teams through the change.
- Training Plan: Create a training plan to ensure employees have the necessary skills and knowledge to adopt the change.
- Resistance Management Plan: Develop a plan to identify and address resistance to change.
Implement Change Management Plans:
- Execute the Communication Plan: Communicate the vision, benefits, and progress of the change initiative regularly.
- Engage Sponsors: Ensure sponsors are actively involved and visible throughout the change process.
- Provide Coaching and Training: Deliver coaching and training to managers and employees as planned.
- Monitor and Address Resistance: Monitor for signs of resistance and take proactive steps to address it.
Track and Report Progress:
- Measure Adoption and Utilization: Use metrics to track the adoption and utilization of new processes, systems, or behaviors.
- Collect Feedback: Gather feedback from employees and stakeholders to identify issues and areas for improvement.
- Report Progress: Provide regular updates on the progress of the change initiative to stakeholders and sponsors.
Phase 3: Reinforcing Change
Collect and Analyze Feedback:
- Conduct Surveys and Assessments: Use surveys and assessments to gather feedback on the change initiative.
- Analyze Results: Analyze the feedback to identify gaps, successes, and areas needing improvement.
Diagnose Gaps and Manage Resistance:
- Identify Performance Gaps: Identify any gaps between the desired and actual performance or behavior.
- Address Resistance: Identify sources of resistance and implement strategies to overcome them.
Implement Corrective Actions:
- Develop Action Plans: Create action plans to address identified gaps and resistance.
- Implement Solutions: Implement the solutions and monitor their effectiveness.
Celebrate Successes and Sustain the Change:
- Recognize and Reward Successes: Celebrate achievements and recognize individuals and teams who contributed to the success.
- Reinforce the Change: Continue to communicate the benefits and reinforce the new behaviors and processes to ensure sustainability.
6. Further Reading
Download the complete Field Guide to Change Managment Frameworks
