Articles

Prosci has researched change management best practices for more than 20 years. For every edition of Best Practices in Change Management, we ask our study participants,

“What are the greatest contributors to a successful change management initiative?”

Collectively and consistently, participant responses point to seven straightforward factors that impact the results of a change initiative. These are the best practices of change management, as reported to Prosci by more than 8,000 individuals involved in change management.

Since it was first released in July 2006, The Prosci Change Triangle Model—commonly known as the PCT Model—has helped countless project teams and change management professionals become more effective by understanding and improving the key aspects of a project’s success. The model describes the four aspects of a successful initiative and how those aspects relate to one another. Using the model and supporting assessment, change practitioners can evaluate project health to identify risks and improve initiative outcomes.

The ultimate goal of change management is to drive organisational results and outcomes by engaging employees and inspiring them to adopt a new way of working. Whether the change is to a process, system, job role, organisational structure, or all of these, a project or initiative can only be successful if individual employees change their behaviours. This is the essence of change management. And to manage change successfully, all core roles must participate.

Designed for use with organisational change, the Prosci 3-Phase Process is a structured, repeatable and adaptable approach for managing the people side of change. This easy-to-understand and practical framework serves as a critical link between individual change management and organisational change, enabling practitioners to leverage and scale the change management activities that help impacted individuals move through their transitions.

Change management comes to life through change management plans. The objective of the plans is to support impacted individuals and groups to move through their ADKAR® journeys effectively and enable them to adopt and use a change. Practitioners develop change management plans during Phase 2 of the Prosci 3-Phase Process.