What is Change Management?
Change management has developed into a mature, proven discipline over the past 25 years. Prosci research shows that successful change depends on preparing, equipping, and supporting individuals as they move through change. When people adopt new ways of working, organizations achieve results—without adoption, change efforts fall short and desired outcomes are not realized.
More than just communications
Change management is often reduced to a basic communications plan—where leaders or project teams announce an upcoming change, often with limited notice. But effective change management goes far beyond communicating what is changing, whether it’s a system implementation, acquisition, or transformation initiative.
True change management focuses on supporting people as they transition from the current state to the future state. By understanding what individuals need to accept, adopt, and sustain change, organizations significantly increase the likelihood of project success and realize greater returns on their investments.
The need for a structured, flexible methodology
Organizations adopt change management in different ways based on their unique business priorities. Some apply it to critical initiatives, such as must-win technology implementations, while others invest in change management as an enterprise capability to support rapid growth. As a result, the scope and application of change management can vary widely from one organization to another.
This is why companies need a structured yet flexible approach to managing change—one that can adapt to different initiatives while remaining consistent enough to deliver reliable results.
What Is Organizational Change Management?
Organizational change management is the disciplined application of structured processes and practical tools to lead the people side of change and achieve desired business outcomes.
By applying organizational change management, organizations can maximize the people-dependent portion of a project’s return on investment (ROI)—the value created when employees adopt and effectively use new solutions.
To achieve ROI targets and sustain results, organizations can apply the Prosci Methodology, which integrates three core components: the Prosci Change Triangle (PCT) Model, the Prosci ADKAR® Model, and the Prosci 3-Phase Process.
The Prosci Change Triangle (PCT) Model helps ensure that all critical elements of a change initiative are aligned and healthy. Teams use the model to assess and strengthen four key areas: success, leadership and sponsorship, project management, and change management. By evaluating these dimensions together, the PCT Model provides a structured way to improve overall project health and readiness for change.
The Prosci ADKAR® Model focuses on individual change and explains the five building blocks required for successful adoption: Awareness, Desire, Knowledge, Ability, and Reinforcement. This model helps identify where individuals may be struggling during a transition and guides targeted support to help them move forward, enabling smoother and more sustainable adoption.
The Prosci 3-Phase Process serves as a comprehensive roadmap for managing change across an organization. It guides practitioners through preparing for change, managing change during implementation, and sustaining outcomes over time. Because successful organizational change begins with individuals, the 3-Phase Process provides a structured way to scale ADKAR across teams, projects, and organizations of all sizes—while addressing both the technical and people sides of change.
While change occurs at the individual level, leadership plays a critical role in success. Equipping leaders with the skills, tools, and information to actively sponsor change is essential for driving adoption and achieving lasting results.