Prosci 3-Phase Process

A structured yet flexible approach to enable the people side of change in your organization

3 Phase Process

A structured process for driving organizational change

The Prosci 3-Phase Process is one of the three main components of the Prosci Methodology, in addition to the PCT Model and the ADKAR Model. While the ADKAR Model enables successful change at the individual level, the Prosci 3-Phase Process provides a framework for achieving change at the organizational level.

Through this organizational change management process, change practitioners work through three phases (Phase 1– Prepare Approach, Phase 2 – Manage Change, Phase 3 – Sustain Outcomes) to achieve successful project outcomes.

Each phase is broken down into three stages, and each stage includes important activities to support the success of a change initiative. Although the Prosci 3-Phase Process is structured, it is also adaptable and scalable to fit the needs of any organization or change initiative.

Main component

Explore the process


Prepare Approach

The first phase of the Prosci 3-Phase Process supports change and project teams in developing their change management strategy, and with the end in mind. The activities in this phase help practitioners develop a customized and comprehensive approach that positions their change for success.

Define Success

Practitioners establish precisely what they are trying to achieve, with activities such as developing a detailed change profile and defining what success on the project looks like

Define Impact

This stage focuses on how the change impacts individuals, using activities that include identifying impacted groups and defining adoption and usage

Define Approach

Here, practitioners consider what steps they will need to take to achieve project success, engaging in activities such as assessing risk, identifying potential resistance, and establishing required roles


Manage Change

The second phase of the Prosci 3-Phase Process brings the Change Management Strategy to life. The activities in this phase involve developing plans and actions that help move individuals and the organization through ADKAR transitions. The three stages in Phase 2 – Manage Change include:

Plan and Act

Practitioners establish how to best prepare, equip and support people who will be impacted by the change, with activities like developing an ADKAR Blueprint and producing change management plans such as a Sponsor Plan and Communications Plan

Track Performance

This stage focuses on how to track and sustain progress in the change management efforts, using activities that include establishing a tracking calendar and identifying performance strengths and opportunities

Adapt Actions

Based on what practitioners have learned so far, particularly in the previous stage, they spend important time adjusting their change management strategy with activities such as preparing adaptive actions and continuing to track performance


Sustain Outcomes

The third and final phase of the Prosci 3-Phase Process establishes the approach for ensuring that the change is adopted and the organization is committed to doing what’s needed to sustain the change. Related activities involve reassessing performance, activating sustainment strategies, and transitioning responsibilities. The three stages in Phase 3 – Sustain Outcomes include:

Review Performance

Following project go-live, practitioners reflect on performance to confirm desired results, with activities such as reviewing ADKAR outcomes and documenting lessons learned

Activate Sustainment

Here, practitioners focus on implementing actions to sustain change outcomes, engaging in activities like identifying gaps and activating relevant sustainment roles

Transfer Ownership

In this final stage of the Prosci 3-Phase Process, practitioners establish how to carry sustainment efforts forward, with important activities that include transferring knowledge and assets, as well as celebrating change management successes

An introduction to change management

The data is clear: even when organizational changes meet technical requirements and milestones, they can still fail to deliver results and benefits. What’s missing? Change management. Organizations that embrace change management are more likely to achieve project objectives, stay on or ahead of schedule, and stay on or under budget.

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