Scott McAllister, CEO
When it comes to business management, change is often anintricate and difficult process, but unavoidable most of the time. One of the common issues for project failure is problems with the people side of change. Yet organizations often invest more in the technical side of change than in leading impacted people through times of change. The first step in managing any type of organizational change is about understanding how to manage the change, just like how Prosci does it. Driving a flawless change in organizations requires a variety of innovative tools as well as strategies to make the transition smoother and flawless. The Prosci ADKAR Model—a change management solution— supports the client organization to achieve the greatest benefits from their change initiatives. Founded in 1994 by former Bell Labs engineer and program manager Jeff Hiatt, Proscitoday is a global team of change fanatics and advocates focused on customer success. “We’re passionate about helping your organization build effective change capabilities. At Prosci, the team combines scientific principles and innovative approach to deliver superior training programs, to ensure exceptional customer experiences,” adds Scott McAllister, CEO.
"Our research-based models, tools and facilitated services allow clients to build vibrant change management ability across their organization"
To enable companies change continually and effectively,Prosci knows that to reap the rewards of change, the company must reach and empower every employee before, during and after the change. That’s why Prosci’s tools and methodologies focus on the people side of change. With Prosci, businesses can access the world’s largest body of change management research, based on the experience and insights of thousands of change leaders over two decades. The company’s simple and seamless change management models and tools offer a common-sense approach that can be immediately and intuitively applied by clients for a smoother transition. The company’s change management service’s concrete benchmarks and clearly defined goalposts make it easy to measure the success of any change initiatives.
Strategic and Flawless Change Management
What makes Prosci stand out is their advanced change management solution designed specifically for each customer, plus all the tools, resources and guidance tailored to help achieve every client’s unique goals. While offering role-based training for everyone—from c-level to the lower level employees, Prosci is dedicated to bring change management training to workplace and facilitate hands-on change-readiness transformation. Moreover, businesses can accelerate the results of a client’s change initiatives with expert help from Prosci’s senior advisors. The company’s experts deliver hands-on training and help a client’s leaders and employees understand their roles in driving effective change and make the transition flawless. “our Strategic Alignment Workshop is a facilitated event at your organization in which we help you craft a clear direction for your change capability, align resources into goals and objectives, and establish a timeline for executing the change capability strategy,” adds McAllister.
At Prosci, the team combines scientific principles and innovative approach to deliver superior training programs, to ensure exceptional customer experiences
The company also forms partnerships at the organizational level, employing a team of resources to meet customer demand while propelling a healthy client relationship. Prosci is also well known for maintaining high standards for each delivery resource and the application of a standard approach globally. Prosci’scomplete suite of training, research,advisory services and tools are available through each partner for better supporting organizational and project outcomes. “Our research-based models, tools and facilitated services allow clients to build vibrant change management ability across their organization,” adds McAllister.
Focusing on the people side of change
In today’s complex, evolving change landscape, to be good at managing change isn’t about how much knowledge you have—it’s about having the right information, along with solutions based on that insight. Research has been the core of Prosci’s business since its inception two decades ago. By analyzing and identifying the changes that an organization’s leaders are doing that works well its effective implementation tactics, Prosci derives one of the best practices and create repeatable, scalable ways to manage the people side of change. Backed by 20 years of Prosci research, the model is based on the common— yet often overlooked—reality that organizational change only happens when individuals change.
ADKAR from Prosci—a goal-oriented change management model that guides individual and organizational change. Developed by Hiatt, ADKAR is an acronym that represents the five tangible and concrete outcomes that people need to achieve for lasting change: awareness, desire, knowledge, ability and reinforcement. By outlining the goals and outcomes of successful change, the ADKAR Model effectively helps in planning change management activities, and supporting employees throughout the change, while equipping leaders facilitate change in the organization.
By supporting individual changes to achieve organizational success, the ADKAR Model drives powerful results. The model offers a uniquely structured approach to ensure that each individual experiencing change moves through the five phases necessary to make overall change seamless.
At its core, Prosci’s methodology is the collective lessons learned across the globe by those implementing change. The ADKAR Model paves the way for successful change by equipping people with a common language for change. It enables leaders to plan and guide change activities, and it helps individuals within your organization see themselves as part of the solution.
Partnerships for Unmatched Transition
As a premium change management solutions provider, Prosciassists businesses get the most out of organizational changes, both operationally and financially. With offices in U.S., Canada and Australia, and dedicated partners in more than 50 countries across the globe, Prosci’s teams are always dedicated to deliver an unmatched change management. Furthermore, Proscipartners share in the mission to build internal change management competency with each engagement. “Our partners represent Prosci in markets where we do not have a direct presence. This enables a localized approach with expert change management trainers and advisors using the same global standard methodology and ADKAR Model,” notes
An instance that portray Prosci’s value proposition is when Prosci assisted University of Virginia (UVA) overcome their project management hurdles and change fatigue. With a vision to offer a world-class education that fosters innovative thinking, UVA established an organizational excellence program that supports and enables university goals, with a mission of “cultivating a culture of excellence.” The program is basically focused on promoting a high-performance, service-oriented, and continuous-improvement culture. Change management is a relatively new concept in higher education and wasn’t a formal practice at the onset of the university’s organizational excellence program. Yet the university, as in corporate environments, faced constant change and the challenges that come with it. For enhancing project management and change management capabilities, the organizational excellence team at UVA decided to build institutional change capability with Prosci change management. It offers a practical toolkit with a well-defined process, which aligns perfectly with our University Project Portfolio framework and goals.
The first order of business was to certify key individuals in Prosci change management methodologies. Organizational excellence sponsored a three-day Prosci Change Management Certification Program at the university in September 2017. Participants were carefully selected from partner groups that were in the middle of big changes or had them on the horizon. Strategic candidate selection based on project status also dovetailed with the program’s professional development efforts.
With Organizational Excellence incorporating Prosci change management into its emerging University Project Portfolio and taking an integrated approach to project and change management, the organization delivers on its performance and efficiency goals. In addition, Prosci change practitioners in key functional areas are implementing Prosci methodologies and applying the Prosci ADKAR Model to projects. As a result, faculty and staff are better prepared to adopt significant change and thrive in a shifting institutional environment.
Enabling Businesses Thrive Change
Prosci’s change management methodology and ADKAR Model are continually developed based on research since 1998 with over 4,500 participants. However, Prosci’s change management will solely focus on one principle— “Whether a business is looking for an accelerated deployment or not, change capability for each of them must always begin with an articulation of what change capability will look like in the organization and a strategy map to ensure the deployment is successful,” concludes McAllister.