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Prosci Methodology Overview: An Integrated

Approach to Deliver Results
Prosci Webinar
Essen/als of Change Management Series
Understand the Why, What and How of Change Management

1 2

R eason s Impacted
g roups How to Apply the Prosci
5 Tenets of Change ADKAR Model
February 1st and 2nd February 8th and 9th

3 C on n ection s
Blank Page Exercise ADKAR® Exercise
4 5
C han g e R ealiz ation
man ag emen t an d impact
approach

© Prosci. All Rights Reserved. 2

 PROSCI METHODOLOGY: OVERVIEW

Defining Understanding Applying

Why a the Prosci the Prosci
Structured Integrated Methodology to
Methodology Approach Deliver Results

© Prosci. All Rights Reserved. 3

C H A N G E M A N A G E M E N T
 PROSCI METHODOLOGY: OVERVIEW

Defining Understanding Applying

Why a the Prosci the Prosci
Structured Integrated Methodology to
Methodology Approach Deliver Results

© Prosci. All Rights Reserved. 5

 Data on Use of Methodology
11%

44%
15%
Percent of parVcipants using a 51%
structured approach 7%
80% 23%
60%
44% Provider/Thought-Leader (Prosci)
40%
20% 7% Provider/Thought-Leader (Other)

0%
23% Combo/Hybrid/Mixture
'03 '05 '07 '09 '11 '13 '15
15% Internally Developed

11%
Consultant Provided

© Prosci. All Rights Reserved. 6

Data on Outcome of Methodology Use

80% Used a Did not use a

methodology methodology
60%
40%
20%
0%
59% 38%
“good” or “excellent”

change management

© Prosci. All Rights Reserved. 7

 Structured change
management approach
was the #2 overall
contributor to success
in the 2016 Best PracVces

© Prosci. All Rights Reserved. 8

 PROSCI METHODOLOGY: OVERVIEW

Defining Understanding Applying

Why a the Prosci the Prosci
Structured Integrated Methodology to
Methodology Approach Deliver Results

© Prosci. All Rights Reserved. 9

Methodology Founda/on

Processes, tools and principles

Successful change can be
(i.e. methodologies) exist to
modeled and repeated
drive successful change

© Prosci. All Rights Reserved. 10

 Prosci Five Tenets of CM
1 We change for a reason.

2 OrganizaVonal change requires individual change.

3 OrganizaVonal outcomes are the collecVve

result of individual change.

4 Change management is an enabling framework

for managing the people side of change.

5 We apply change management to realize the

benefits and desired outcomes of change.

© Prosci. All Rights Reserved. 11

The Five Building Blocks for Successful Change

A Awareness

D Desire

K Knowledge

A Ability

R Reinforcement®

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ADKAR Defines Success: For One Person or
Organiza/on-Wide Changes
Change with Or 1000 people…
one person

Or five
people…

Or twenty
people…

© Prosci. All Rights Reserved. 13

 How do we connect
the individual to
the organizaYon?

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Prosci® 3 - Phase Change Management Process
Input:
A change to how Why?
the organizaVon To develop a customized and scaled
operates approach with the necessary
sponsorship and team structure.

Why?
To create and implement plans that
will move the organizaYon and
individuals through change.

Why?
To ensure that the change is adopted
and sustained.

© Prosci. All Rights Reserved. 15

Successful change requires both the technical
and people sides
Design
Technical Side Develop
Deliver

Results
Current TransiYon Future Outcomes
state state state
Success

Embrace

People Side Adopt

Use

© Prosci. All Rights Reserved. 16

Research Results

“AdopYon and usage”

ProacYve (not fire fighYng)
from the beginning

© Prosci. All Rights Reserved. 17

 PROSCI METHODOLOGY: OVERVIEW

Defining Understanding Applying

Why a the Prosci the Prosci
Structured Integrated Methodology to
Methodology Approach Deliver Results

© Prosci. All Rights Reserved. 18

Applies to Any Business Change That Impacts
How Employees Do Their Jobs
Business Process Design Expansion or Downsizing

Technology/System Upgrades Business Model Changes/New Ventures

Restructuring New MarkeYng Campaigns

Six Sigma Changes That Impact Suppliers

AcquisiYons and Mergers Changes That Impact Customers

© Prosci. All Rights Reserved. 19

Connec/ng Change Management to ApplicaYon

Business Results
Project Name Purpose ParYculars People

What is Why we What we Who will

the project? are changing? are changing? be changing?

What does this look like for your project?

© Prosci. All Rights Reserved. 20

A Couple of Real-World Project Examples

Project A: Project B:
Oil & Gas Financial Services

Technology/System Upgrades
Replacement of ExisYng Intranet
(Office 365 and SharePoint Online)
New Process Workflows Business Process Design
(Content ContribuYon and ConsumpYon)
Expansion through AcquisiYon
Changes That Impact Customers

© Prosci. All Rights Reserved. 21

Prosci® 3 - Phase Change Management Process

Phase 1: Phase 2: Phase 3:

Preparing Managing Reinforcing
for Change Change Change

Why? To develop a customized and scaled approach

with the necessary sponsorship and team structure.

© Prosci. All Rights Reserved. 22

 Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

SituaYonal Awareness What

Change CharacterisVcs
Change
Resistant
OrganizaYonal Ahributes

Medium risk High risk

Who
Org Ahributes
Low risk Medium risk

Change
Ready

Small, Large,
Incremental DisrupYve
Change CharacterisYcs

© Prosci. All Rights Reserved. 23

C H A N G E M A N A G E M E N T
Each Group Is Affected Differently
The aspects of a person’s job that are impacted by the change
determine the degree of impact for each group

LocaVon Processes Degree of Impact

CompensaVon Systems

Performance
Tools HR IT
Reviews
Aspects of a Person’s
Job You Can Impact
ReporVng
Job Roles
Structure

Mindset/Ajtudes/Beliefs CriVcal Behaviors MarkeVng Sales

© Prosci. All Rights Reserved. 25

Prosci® Impact Index Tool

© Prosci. All Rights Reserved. 26

Situa/onal Awareness ApplicaYon

Phase 1: Phase 2: Phase 3:

Preparing Managing Reinforcing
for Change Change Change

AnYcipated Resistance Special TacYcs

© Prosci. All Rights Reserved. 27

Suppor/ng Structures: Team/Resource
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

CollaboraYon

PM PM CM
CM
Cross-training

Shared Goal
PM
CM PM & CM
Complementary
CM Disciplines

© Prosci. All Rights Reserved. 28

Suppor/ng Structures: Sponsorship
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Sponsor Assessment Diagram

Mfg Dist IT BU 1 BU 2

Bohoms Up Approach – Start with groups

idenYfied in “Groups” secYon of Blueprint

© Prosci. All Rights Reserved. 29

Change Management Strategy
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Readiness Assessments AnVcipated Resistance

Risk Profile Team Structure

Special TacVcs Sponsor Model

© Prosci. All Rights Reserved. 30

Prosci® 3 - Phase Change Management Process

Phase 1: Phase 2: Phase 3:

Preparing Managing Reinforcing
for Change Change Change

Why? To create and implement plans

that will move the organizaYon and
individuals through change.

© Prosci. All Rights Reserved. 31

 If we do not support and equip individual
transi/ons, then our future state looks nothing
like the future state we expected

F F F F F F F F F

F F F F F F F F

F F Instead of F F F F F

F F F F F F

F F F F F F F

© Prosci. All Rights Reserved. 32

Five Plans
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

CommunicaVons Plan Sponsor Roadmap Coaching Plan

Training Plan Resistance

Management Plan

© Prosci. All Rights Reserved. 33

Customizing Your Plans
For each plan, consider:

Size and type of change Ahributes of the impacted organizaVon

Change Small, incremental change Large, radical change

Resistant to change resistant organizaYon to change resistant organizaYon

Resistant
OrganizaYonal Ahributes

Medium risk High risk In this area of the table, key factors are
listed for you to consider based on the

OrganizaYonal Ahributes
Highest Risk Area
size of the change and the organizaVon
ahributes of the impacted groups.

Small, incremental change Large, radical change

to change ready organizaYon to change ready organizaYon

Ready
Low risk Medium risk

Lowest Risk Area

Change
Ready

Small, Large,
Small Large
Incremental DisrupYve
Change CharacterisYcs Change CharacterisYcs

© Prosci. All Rights Reserved. 34

Communica/ons Plan
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Sends the right message

To the right audience

Most commonly
integrated tool in At the right Yme
2016 study results
From the right sender

Through the right channel

© Prosci. All Rights Reserved. 35

Sponsor Roadmap
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Behind-the-scenes DirecVon Coaching

Assistance

Fulfill Three Roles

AcYve and Visible Build and Communicate
ParVcipaVon Maintain CoaliYon Directly

© Prosci. All Rights Reserved. 36

Coaching Plan
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Fulfill Five Roles

Communicator Individual Coaching

One-on-one
Using ADKAR® as a guide
Liaison

Advocate
Group Coaching
Resistance Manager With enVre team
Includes key communicaVons

Coach

© Prosci. All Rights Reserved. 37

Training Plan
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Document the requirements for individuals

1 during the transiVon and future states F F F F

F F F F

F F F F
2 Ensure training occurs with proper context
F F F F

3
Typically NOT designing and delivering the K aner A&D
training (we have training departments for that) ADKAR

© Prosci. All Rights Reserved. 38

Resistance Management Plan
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

1 2 3
Resistance ProacVve Resistance ReacVve Resistance
PrevenVon Management Management

© Prosci. All Rights Reserved. 39

 Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

ALIGNED
CUSTOMIZED SCALED TARGETED WITH BEST
PRACTICES

CommunicaVons Plan

Sponsor Roadmap

Coaching Plan

Training Plan

Resistance Mgmt Plan

© Prosci. All Rights Reserved. 40

Connec/ng Organiza/on Change to
Individual Change

A D K A R
CommunicaVon
Sponsorship
Coaching
Training
Resistance Management

© Prosci. All Rights Reserved. 41

Prosci® 3 - Phase Change Management Process

Phase 1: Phase 2: Phase 3:

Preparing Managing Reinforcing
for Change Change Change

Why? To ensure that the change is

adopted and sustained.

© Prosci. All Rights Reserved. 42

 Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Compliance Audits Gap IdenVficaVon Success CelebraVon

Reinforcement Transfer
Mechanisms of Ownership

© Prosci. All Rights Reserved. 43

Prosci Change Scorecard
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Prosci Change Based on years of Timeframe

Measurement benchmarking research measurements
Scorecard™ composed of conducted by Prosci used to create a
three levels holisYc assessment
•  OrganizaVonal Performance of CM impact
•  Individual Performance
•  Change Management
Performance

© Prosci. All Rights Reserved. 44

Prosci® 3 - Phase Change Management Process
Input: Output:
A change to how
the organizaVon Change
operates Management
Strategy


Change
Management
Plans


Reinforcement
and Sustained
Change

© Prosci. All Rights Reserved. 45

 Foreshadowing
The Work Streams Are What We Can Integrate into the Project
Kick Off Plan "Go Live"

IniVate Plan Design Develop Deploy

A D K A R
Phase 1: Phase 2: Phase 3:
Preparing Managing Reinforcing
for Change Change Change

Strategy CommunicaYons Plan Sustainment

Sponsor Roadmap
Coaching Plan
Training Plan
Resistance
Management Plan

© Prosci. All Rights Reserved. 46

Prosci’s Value Proposi/on
To help individuals and organizaYons build internal change
management capabiliYes through the development and delivery of
tools and methodologies that are:

Research-based HolisVc Easy-to-use

© Prosci. All Rights Reserved. 47

 PROSCI METHODOLOGY: OVERVIEW

Defining Understanding Applying

Why a the Prosci the Prosci
Structured Integrated Methodology to
Methodology Approach Deliver Results

© Prosci. All Rights Reserved. 48

 C H A N G E M A N A G E M E N T

Prosci Methodology Overview: An Integrated

Approach to Deliver Results
Prosci Webinar