Download this eBook to learn: Three ways organizations tend to invest in change management Five capability areas that enable change-ready organizations Eight outcomes from enterprise capability-building that help create a…

This “organizational footprint” for change management can look different from organization to organization, varying in terms of size, location, composition and role. However, data and experience show that a functional…

AN INTEGRATED APPROACH FOR INDIVIDUAL AND ORGANIZATIONAL CHANGE The Prosci change management methodology provides change management practitioners with the processes and tools to build customized, targeted and research-based change management…

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 a holistic set of tools…

Prosci’s Change Management Maturity Model, based on benchmarking research, describes the varying levels of change management capability across organizations. The maturity model has five levels, from no change management to…

RESEARCH ON THE ROLE OF EXECUTIVE SPONSORS Top contributor of success When asked to identity the key contributors to the success of their change initiatives, participants in the Best Practices…

This article explores the emergence of change-enabling systems, their challenges and a framework for harnessing the power of this crucial development. To address today’s state of change, organizations are establishing…

When you begin treating and managing the effort to institutionalize change management as a project and a change, you have embarked on what we call Project ECM. We use the…

Change management cannot be treated as a formula to blindly follow. Managing the people side of change involves one of the most unpredictable variables that you will ever encounter: people.…

DIMENSIONS OF INTEGRATION Prosci has identified five dimensions of integration for change management and project management: People Process Tools Methodologies Results and outcomes 1. PEOPLE The people dimension of integration…