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3. Prosci by the numbers 6 11 66% 2,000 4,000+ 38,000+
Longitudinal studies
Years of research
Fortune 500 companies
Research participants
Certified practitioners
Registered members
Copyright Prosci 2009

4. Prosci history Research company founded in 1994
Sponsor of the Change Management Learning Center
World leader in change management research and product development
Focused on building internal change management competency
Prosci has rich history in research and product development. Founded in 1994, Prosci created and sponsors the Change Management Learning Center, an online learning environment for change leaders. With more than 38,000 members world-wide, the Change Management Learning center offers tutorials, articles, webinars and resources for both beginners and advanced change management professionals.
Prosci is the world leader in change management research and has a long standing reputation for excellence in product development. Because Prosci is not a consulting firm, we have always maintained an objective and independent research perspective. Prosci’s mission is to build internal change capability within your organization, and our analysts and developers strive for the most comprehensive and easy-to-use tools for managing change.
Copyright Prosci 2009

5. Prosci research history
1998
First Change Management Study – 102 companies
2001
Second Change Management Study – 152 companies
2003
Third Change Management Study – 288 companies
2005
Fourth Change Management Study – 411 companies
Prosci’s first change management study was conducted in 1998, and was the first of six longitudinal studies conducted by Prosci in the last decade. With each study the number of participants increased. The 2009 study will mark the first time that Prosci released an integrated report, combining data and findings from multiple years that will serve as a comprehensive desk reference for best practices in change management.
2007
Fifth Change Management Study – 426 companies
2009
Sixth Change Management Study – 575 companies
Copyright Prosci 2009

6. Copyright Prosci 2009

7. Copyright Prosci 2009

8. Copyright Prosci 2009

9. Copyright Prosci 2009

10. Copyright Prosci 2009

11. Copyright Prosci 2009

18. The number one obstacle to success for major change projects is employee resistance and the ineffective management of the people side of change.
Data from 327 companies undergoing major change projects; Prosci Best Practices in Business Process Reengineering benchmarking study.
Copyright Prosci 2009

28. Preparing for change
Managing change
Reinforcing change ™

29. Prosci’s Change Management Process
Input:
A change to how the organization operates and does work
Output:
Individuals making changes to how they do work – from their own current state to their own future state
Benefits to the organization realized
ERP
Merger or acquisition
Strategic plan
IT system
New product
Productivity improvement initiative
Online HR benefits system

30. Phase 1 – Preparing for change
Prosci’s Change Management Process
Phase 1 – Preparing for change
Understanding the nature of the change
Understanding the groups being changed
Creating the right sponsor model
Identifying risks
Developing special tactics

31. Phase 2 – Managing change
Prosci’s Change Management Process
Phase 2 – Managing change
Communication plan
Sponsor roadmap
Training plan
Coaching plan
Resistance mgmt plan

32. Phase 3 – Reinforcing change
Prosci’s Change Management Process
Phase 3 – Reinforcing change
Compliance audits and employee feedback
Corrective action and managing resistance
After action review and transition management

33. Comparing CM and PM Focus:
Technical side of moving from current state to future state
Process:
Initiation
Planning
Executing
Monitoring/ controlling
Closing
Tools:
Statement of work
Project charter
Business case
Work breakdown structure
Budget estimations
Resource allocation
Schedule
Tracking
Process:
Organizational:
Preparing for change
Managing change
Reinforcing change
Individual:
ADKAR
Tools:
Individual change model
Readiness assessment
Communication plans
Sponsorship roadmaps
Coaching plans
Training plans
Resistance management
Reinforcement
Focus:
People side of moving from current state to future state

34. Integration of project management and change management
Solution is designed, developed and delivered effectively (Technical side) +
Solution is embraced, adopted and utilized effectively (People side)
= SUCCESS
Complimentary disciplines with a common objective

36. Who “does” change management?
Each ‘gear’ plays a specific role based on how they are related to organizational change 36

37. Key roles in change management
Employee-facing
Executives and senior leaders – fulfilling the role of sponsors of change
Middle managers and supervisors – fulfilling the role of coach for their direct reports
Enabling
Change management resource or team – applying a structured approach and enabling others
Project team – integrating the “people side” of change
Copyright Prosci 2009

38. Sponsor
Project team
Individuals from the team assigned to change management

39. Sponsor
Project team
External change management team dedicated to the project

40. Sponsor
Project team
Change management leader(s) on project team
Outside resources supporting change management leaders

41. Sponsor
Project team
Part or all of project team works on change management program

42. Sponsor
Project team
Consultant(s) provide change management support

43. Sponsor
Project team
Dedicated change management resources on project team
Communications sub-team
Training sub-team
Other sub-teams

44. Change management team
Sponsor on the team
Project team
Change management team

45. Mid-level manager sponsor Change management team
Project team
Change management team

46. Mid-level manager sponsor Change management team
Executive sponsor
Mid-level manager sponsor
Project team
Change management team

47. Change management team
Steering committee
Executive sponsor
Project team
Change management team

48. Executive-level steering committee Change management team
Project sponsor
Project team
Change management team