Read the latest research, guidance and thought leadership on organisational agility, innovation and change management.
Every single one of us struggles with insecurity. In fact, we do it every single day of our lives, even when we don’t realise it. What we realise even less, however, is just how much this insecurity eats away at our organisational cultures. But if we can help people own their personal quirks and if we can help them extend that same good will to their colleagues, we can cultivate a counteragent: a culture of trust. And luckily, organisations actually can reliably create experiences that bolster this sort of trust. This eBook will explore one time-tested methodology for doing so: personality-based assessments.
At its foundation, the Prosci ADKAR® Model (ADKAR) is a powerful framework for understanding how change can happen with a single individual. It answers the question, “what outcomes must be present for successful, sustainable change to take hold in a single person?” Download this free research deep dive to discover: why organizations use the ADKAR Model to lead an individual through the change process; what positive impacts organizations realized through using the ADKAR Model; how the ADKAR Model is used to facilitate change with an individual.
What we measure indicates where we focus our attention, and leading organizations are looking for tangible, repeatable and valid mechanisms to measure the people side of change. Download this free research deep dive to discover: the four reasons why practitioners use the Prosci ADKAR® Model as a measurement framework; what groups can be measured and what circumstances should indicate measurement is needed; four effective ways to gather data.
The disciplines of change management and project management understandably cross paths throughout the execution of a project or initiative. Each brings necessary and critical structure for effectively implementing change and realizing results. Read more about the five dimensions of integration: People, process, tools, methodologies, results and outcomes.
While some people might view change management as just communication or training, Prosci’s research has shown that change management is most effective when it is used as a holistic set of plans aimed at supporting individuals through change. Read this article to learn: the five plans of change management; how each plan facilitates individual change; how to bring the plans together and integrate with the project cycle.
Prosci has researched change management best practices for twenty years. For every edition of Best Practices in Change Management, Prosci asks study participants, “What has been the single greatest contributor to the success of your change management program?” Consistently, participants’ responses point to seven straightforward factors that impact the results of a change initiative. Learn the seven best practices of change management, as reported to Prosci by over 6,000 change practitioners over the past twenty years.
Prosci® and the Prosci ADKAR® Model are registered trademarks of Prosci Inc. Innovation360® and Ideation360® are registered trademarks of Innovation360Group AB. Everything DiSC®, DiSC®, The Five Behaviors® are registered trademarks of John Wiley & Sons, Inc. All rights reserved.
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