FREQUENTLY ASKED QUESTIONS
Change management drives the successful adoption and usage of change within the business. It allows employees who are affected by the change, to understand and commit to the shift and work effectively during it and after the change is implemented. Without effective organizational change management, company transitions can be rocky and expensive in terms of both time and resources.
Prosci defines change management as the application of a structured process and set of tools for leading the people side of change.
Prosci’s Best Practices in Change Management research consistently shows that initiatives with excellent change management are six times more likely to meet or exceed their objectives than those with poor change management. The better organisations apply change management, the more likely they are to deliver on project objectives. Poorly managing the people side of the change can have several negative effects on the project and the business.
Wondering, “What does Prosci stand for?” The name is a combination of the first three letters in words “professional” and “science.” Prosci is the world leader in change management and has done extensive research on change management for more than 20 years. The Prosci organisational change management model is based on scientific principles and research applied in professional settings
Some of the benefits are:
A technical-side focus ensures that the change is designed, developed, and delivered effectively. The discipline of project management provides the structure, processes, and tools to make this happen. A people-side focus ensures that the change is engaged, adopted, and used by the employees who have to do their jobs differently as a result of the project or change. The discipline of change management provides the structure, processes and tools to make this happen. While Project Management prepares the solution for the organisation, Change Management prepares the people for the solution for adoption and usage.
Mindpeace Consulting offers the following Prosci Change Management training programs:
There are no academic or experience requirements to attend the Prosci Change Management Certification training.
Best in class Change Management training should always be led by someone who has actual on the ground experience implementing change. It is the years of experience in dealing with sponsor issues, project teams, setting up Change Agent and Super User networks, etc. that make the facilitator an expert and add richness to the session. Without it, the training is only conceptual. This is what we are offering without exception. The facilitators meet all Prosci’s requirements to facilitate the programs and have extensive practical experience in implementing changes.
In the Change Management Certification training those attending the training are skilled in several assessment and tracking tools. This include the Prosci Change Triangle, ADKAR, Change Management Risk Assessment and Change Impact Assessments to name a few. Help These tools assist the change management practitioner to do the following:
You need to assess to understand the impact of the change and to track the progress made.
The Prosci Change Triangle (PCT) is a framework that can improve the success rates and the outcomes of organizational change projects. By understanding and applying this model, business leaders and change managers can ensure that the project meets its objectives. Projects achieve their ROI goals. It assesses the change/organisation on the following:
ADKAR stands for:
The ADKAR Blueprint is a simple and scalable guide, oriented toward people, that enables the change practitioner to identify at a high level the milestone dates, expected gaps and initial actions required to build each of the ADKAR elements for a change.
The ADKAR Blueprint is an easy-to-understand, easy-to-use starting point for change management planning. As the backbone of change management, the ADKAR Blueprint supports your ability as a change management practitioner to scale the ADKAR Model for organizational change, rightsized planning for small changes, customize planning for differently impacted groups, and more.
We’ve seen lots of failed Change Management training that doesn’t speak to what is important to managers and higher-level leaders. The programs are academic, theoretical, and not business focused. We are convinced that change starts with the person, the individual, our research also proofs this point. We are however proud to say that we have been able to combine this phenomenon with a very executional inclination where we ensure that the team as a unit eventually embrace, adopt, and implement the solution together. All role players (e.g., Sponsors and Managers) must be involved to make the change a success.
Our Change Management training provides a repeatable process that enables changes to be implemented more quickly and to full value realization. A combination of operational strategies, tactics, and tools wrapped around core principles are used. In simpler words, the focus of the session is to be on getting things done faster and much more effectively. Thus, contributing to the ROI (Return on Investment) of the change.
Training is much more meaningful and useful when you apply what you are learning to your own project, rather than to do case studies or simulations that may or may not match your own situation. You are at a real advantage when you leave training with at least a start on actual project deliverables. We encourage participants to bring their own and very current projects to the training sessions. This will almost every time ensure that the participants go away with a substantial piece of work that can be put to practice as soon as they are back into their working environment.
The project used must be with consent from their Leadership and Management concerned.
We do offer a coaching and guidance consult assistance after the training just to get you going and more if needed. The duration and intensity will depend on the magnitude of the Project and the specific assistance needed.
The following plans listed below can be developed. The plans developed will depend on the project, the organisation and the specific needs at that time.
According to the Prosci methodology the following Core plans exist, namely:
Various factors might also need the Change Management Practitioner to develop the following plans:
Organizations are facing larger and more frequent changes in the current economic climate. A changing marketplace, empowered workforce and technological advancements have created an environment where change is now a part of everyday business. In this environment, organizations are beginning to recognize the importance of building the competency to change rapidly and successfully.
Prosci’s Change Management Maturity Model, based on benchmarking research, describes the varying levels of change management capability across organizations. The maturity model has five levels, from no change management to organizational competency. Each level involves more attention and management of the people side of change.
Mindpeace Consulting assist organisations in assessing their change management maturity level and to develop actions to improve it.