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Change vs. Change Management
What is the difference and why does it matter?

 

Change and Change Management... On the surface these terms may seem interchangeable. However, there is a significant and important difference between change and change management. When there is no clear delineation, the result is confusion and lack of clarity on what is needed to move an initiative forward. The better we can separately define and address change and change management, the better position we will be in as change management practitioners with a clearer scope and shared sense of direction and purpose. This tutorial presents the difference between change and change management and why it is important to address potential confusion.

 

While change is about moving to a future state; change management is about supporting individual employees impacted by the change through their own transitions - from their own current state to their own future state that has been created by the project or initiative. It is only when employees embrace, adopt and use the change that results are achieved.
Attend a 3-day Prosci Certification Program to learn a research-based, holistic, easy-to-use methodology for change management. Apply the processes and tools to one of your real projects as you learn them in this experiential program. Upcoming sessions with availability:
  • Dec 3 - 5, 2013: San Francisco, CA area
  • Dec 3 - 5, 2013: Washington, DC area
  • Dec 3 - 5, 2013: San Diego, CA area
  • Dec 10 - 12, 2013: Portland, OR area
  • Dec 10 - 12, 2013: Chicago, IL area
  • Dec 10 - 12, 2013: Denver, CO area
  • Dec 10 - 12, 2013: New York, NY area
  • Dec 17 - 19, 2013: Washington, DC area
  • Dec 17 - 19, 2013: San Francisco, CA area
  • Jan 7 - 9, 2014: Chicago, IL area
  • Jan 7 - 9, 2014: Washington, DC area
  • Jan 14 - 16, 2014: Denver, CO area
  • Jan 21 - 23, 2014: San Diego, CA area
  • Jan 21 - 23, 2014: Orlando, FL area
  • Jan 28 - 30, 2014: San Francisco, CA area
  • Feb 4 - 6, 2014: Chicago, IL area
  • Feb 11 - 13, 2014: Washington, DC area
  • Feb 18 - 20, 2014: Portland, OR area
  • Feb 25 - 27, 2014: San Francisco, CA area
  • Feb 25 - 27, 2014: Orlando, FL area
  • March 11 - 13, 2014: Denver, CO area
  • March 11 - 13, 2014: Washington, DC area
  • March 18 - 20, 2014: San Francisco, CA area
  • March 18 - 20, 2014: Orlando, FL area
  • March 25 - 27, 2014: Chicago, IL area
  • March 25 - 27, 2014: Portland, OR area

"This is by far the best professional development training I have ever had! You folks have set the bar high! Excellent training."  - Larien, January 2013

Download the brochure to learn more. Visit the training page for dates and venues.

 

Is the confusion occurring?

Prosci delivered a webinar on March 15th and 16th, 2012 titled "Effectively positioning change management". During the webinar, the notion of change vs. change management was introduced and webinar attendees participated in a poll about confusion they have experienced. The graph below shows attendees' experience with confusion of the concepts of change and change management. Only 7% of participants indicated they rarely or never see the confusion, while 71% experience this confusion often or all the time.

 

Change is...

At its most basic level, change is a movement out of a current state (how things are today), through a transition state and to a future state (how things will be done). Change happens all around us - at home, in our community and at work. Changes can be internally motivated or externally motivated. The change can be a dramatic departure from what we know or it can be minor. Changes can be anticipated or unexpected. But in all cases, the fundamental nature of change is a movement from the current state through a transition state to a future state.



 

The notion of these three states of change is prevalent in change management literature and in other improvement disciplines. In the change management arena, numerous authors have used various terms to describe these three states, but the notion is nearly universal. Even in other more technical improvement disciplines, the concept can be found - consider the As-Is and the To-Be notions in process redesign work.

Typically we take an organizational perspective when talking about change:

  • We are moving to documented and managed processes from ad hoc processes.
  • We are moving to an integrated system from numerous legacy systems.
  • We are merging two organizations.
  • We are introducing a new product to the market.
  • We are introducing new equipment into the manufacturing processes.
  • We are moving from paper and pencil to Electronic Health Records.
  • These are a few of the common changes attendees work on at the Prosci Certification Program

Each of these examples has a clear current state and a clear future state. A project or initiative in the organization is undertaken to give structure to the effort of designing the future state and developing a solution for the transition state. And, changes are implemented for a reason - to reach a future state where performance is better than in the current state. Change can be driven by issues in the current state or motivated by opportunities in the future state, but the change is undertaken to improve performance in a meaningful way.

However, every organizational change ultimately has individual impacts - the 10s or 100s or 1000s of employees who have to do their jobs differently when they adopt and use the solution. This is the role of change management.

 

Change management is...

Change management is necessary because organizational change - moving from an organizational current state to an organizational future state - ultimately impacts how people do their jobs (likely many people).

  • The newly documented and managed processes will be executed by someone.
  • The new integrated database will be accessed by someone.
  • Employees in the newly merged organization will work differently.
  • Employees will use the new equipment on the shop floor.
  • Doctors and nurses will have to change the way they work as a result of Electronic Health Records.

While change is about moving to a future state, change management is about supporting individual employees impacted by the change through their own transitions - from their own current state to their own future state that has been created by the project or initiative. The goal of change management is to increase the adoption and usage of solutions introduced during projects and initiatives. 



 

Some employees will rapidly embrace change. Others will be reluctant. Some will be happy with the change and others will be upset by it. Some employees will change quickly, others may take some time, and there may be a group that will not embrace the change. Change management provides the process, tools and principles to support the individual transitions resulting from an organizational change.

 

The connection

The connection between "change" and "change management" can be characterized as follows:

  • The changes in our organization create new future states for how we operate. To reach those future states, individual employees have to do their jobs differently. The attainment of the organizational future state depends on the success of individuals reaching their own personal future states. Change management is the structured and intentional approach to enable individual employees to successfully adopt the changes required by projects and initiatives.

The underlying point here is that the results and outcomes of a project or initiative are defined by and depend on employees adopting the change. So, in times of change, change management is an essential tool for delivering results and outcomes not an optional add-on.

 

What you can do

Below are several tips for practitioners who may be experiencing the confusion over change and change management.

1) Identify the confusion - Are you experiencing this confusion with anyone you are supporting? In your work, have you seen confusion or lack of clarity about change and change management? If so, who are you seeing the confusion with?

- Project leaders and team
- Solution designers and developers
- Executives and senior leaders
- Other change management practitioners
- Others

2) Use the states of change - You can use the organizational level and individual level states of change as a way to introduce and position change management. Start the conversation about the current state, transition state and future state for the organization. And then continue the conversation to focus on individual current states, transition states and future states.

Exercise - Have your audience (project team, senior leader, etc.) define the future state of the organizational change on the left hand side of the paper. Then have them define five specific individual future states that the change will cause on the right hand side of the paper.

3) Introduce the notion by asking a simple question - The question you pose is: Who will have to do their jobs differently as a result of this project or initiative? This starts the process of segmenting out the impacted groups so you can address them specifically from a change management perspective. By asking and helping answer the question, you are establishing a working relationship with the project team that provides a solid start for your change management work.

Exercise - Prosci uses a framework for connecting people to business results through a four-column activity. Have your audience create four columns on a sheet of paper. The first column is "Project" - have them write the name of the project. The second column is "Purpose" - have them write the reasons for the change. The third column is "Particulars" - have them detail the specific changes to processes, systems, organization structures, etc. resulting from the project. The final column is "People" - have them create a list of the individuals and groups who will do their job differently after the project.

 

Next steps

Once you have effectively positioned change management and shown the scope of your work (namely, the individual employees who will have to do their jobs differently), you are ready to move forward with a structured approach to change management. The Prosci Methodology is a research-based, holistic, easy-to-use approach that was developed so you can apply it on your own.

The Prosci Change Management Certification Program is an intensive, experiential program that provides you with the foundation for managing the people side of change. In this program you will apply Prosci's world-leading methodology to one of your current projects and walk away with immediate action items, enabling you to hit the ground running when you return to work.

  • "Amazing Experience! Great engagement, best training I have been to in 10 years of leadership!"
    - Scott, February 2013

  • "I have conducted training for many years and this is the best I've seen. Great level of thought and commitment to our development." - Suzanne, February 2013

  • "Flawless. Prosci is one of if not the best organizations for certification." - Sylvie, January 2013

  • "Thorough content, fantastic facilitators and so much fun! This is the most fun I have ever had in training - plus I really learned!" - Patricia, March 2013

Download the brochure or visit the training page for more information, including dates and venues.
Upcoming sessions with availability:

  • Dec 3 - 5, 2013: San Francisco, CA area
  • Dec 3 - 5, 2013: Washington, DC area
  • Dec 3 - 5, 2013: San Diego, CA area
  • Dec 10 - 12, 2013: Portland, OR area
  • Dec 10 - 12, 2013: Chicago, IL area
  • Dec 10 - 12, 2013: Denver, CO area
  • Dec 10 - 12, 2013: New York, NY area
  • Dec 17 - 19, 2013: Washington, DC area
  • Dec 17 - 19, 2013: San Francisco, CA area
  • Jan 7 - 9, 2014: Chicago, IL area
  • Jan 7 - 9, 2014: Washington, DC area
  • Jan 14 - 16, 2014: Denver, CO area
  • Jan 21 - 23, 2014: San Diego, CA area
  • Jan 21 - 23, 2014: Orlando, FL area
  • Jan 28 - 30, 2014: San Francisco, CA area
  • Feb 4 - 6, 2014: Chicago, IL area
  • Feb 11 - 13, 2014: Washington, DC area
  • Feb 18 - 20, 2014: Portland, OR area
  • Feb 25 - 27, 2014: San Francisco, CA area
  • Feb 25 - 27, 2014: Orlando, FL area
  • March 11 - 13, 2014: Denver, CO area
  • March 11 - 13, 2014: Washington, DC area
  • March 18 - 20, 2014: San Francisco, CA area
  • March 18 - 20, 2014: Orlando, FL area
  • March 25 - 27, 2014: Chicago, IL area
  • March 25 - 27, 2014: Portland, OR area

 

 

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Prosci Change Management Certification

"Amazing: these three days are going to save me
hundreds of hours and help me help my company
realize the benefits they seek."
Mike C., April 2011 participant

"I'm truly inspired!" Joe F., May 2012

"The most applicable training I have been to - ever!
Great, applicable training & usable tools."
Chelle, November 2012

"Excellent course. Well worth the investment of
time and money. Excellent job!" Sue A., July 2012

 

Program highlights:

  • Learn the methodology through practical application to your current project
  • Learn from experienced executive instructors
  • Become part of a change management community
  • Earn 2.4 CEUs, 24 PDUs and 23.5 HRCI recertification credits
  • Walk away with products and course materials worth over $1000

Download the certification program brochure

Upcoming sessions:

  • June 4 - 6, 2013: Washington, DC area
  • June 11 - 13, 2013: San Francisco, CA area
  • June 18 - 20, 2013: Denver, CO area
  • June 25 - 27, 2013: Orlando, FL area
  • July 9 - 11, 2013: Denver, CO area
  • July 16 - 18, 2013: Chicago, IL area
  • July 16 - 18, 2013: San Francisco, CA area
  • July 23 - 25, 2013: Houston, TX area

Visit the certification training page

Email a certification inquiry or call
+1-970-203-9332 to register today.

"Awesome! Best training program I have attended in my career!"
Ryan L., May 2012

"Best course I've ever takenů Incredible instructors and excellent material. Can't wait to use it!"
Kim P., August 2012

"This is the best training that I have ever attended. Now I understand what I need to do when I go back to the office and start to immediately apply what I've learned. Very organized and easy to follow. Great online resource and USB and hard copies."
Tamaho Q., July 2012

"Absolutely Awesome!!! 5 stars!" Brenda M., December 2012

"Excellent class - would recommend to anyone." Walt J., August 2012

"This is one of the best programs I have attended. Excellent faculty, outstanding material, and amazing use of experiential learning techniques. Attention to every little detail, comprehensive program, material, great planning, outstanding facilitation."
P. Ravi S., November 2012

"Excellent training, excellent content, extremely comprehensive addressing of CM concepts & practical approach. Best instructors ever!!!"
Panos P., December 2012

"The best training class I have had in years. Goes way beyond the strategy and framework and focuses on real world problems and the tools to solve them."
- Jennifer J., April 2009

"I gained so many skills in such a short amount of time. This training will impact not only my own ability to manage change, but impact our larger organization."
- Kim W., January 2012

"This is the best training class I've ever attended."
- Abby D., April 2011

"This was the most effective and engaging course I've ever taken. I feel that I can truly use this knowledge in my personal and professional life immediately."
- Lisa S., February 2009

"This is exactly what I was hoping for - a hands on program that would allow me to absorb the concepts by relating them to a current business project."
- Lisa C., November 2010

"Awesome - truly one of the most beneficial programs I have ever attended - immediate application on the job!"
- Robin S., March 2009

"This program absolutely over-delivered my expectations. I now feel more prepared and better equipped to do my job."
- Paul S., January 2009

 

 

Offerings for applying Prosci's change management methodologies:

Licensing:

  • Prosci's site licenses are a great solution for building change management capabilities and competencies throughout your organization. With a site license, you can customize and integrate Prosci's world-leading research and methodologies to fit your organization and begin building the individual competencies necessary for true change capability. Contact a Prosci Account Manager at +1-970-203-9332 or changemanagement@prosci.com to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.

Training:

  • Change management certification ($2800) - attend Prosci's 3-day certification program where you bring your own current change project to the session and learn to use Prosci's tools through practical application - taught by former fortune 500 executives at locations across the US - includes over $1000 in products, including the Best Practices in Change Management benchmarking report, the Change Management Toolkit and the Change Management Pilot Pro 2012
  • Train-the-trainer ($3500) - learn how to teach Prosci change management training programs in your organization
  • Onsite training - bring Prosci to your location for 3-day certification programs, 4-6 hour executive briefings, 1-day manager programs or 1-day employee programs - call +1-970-203-9332 for more information

Methodology tools:

  • Change Management Toolkit ($389) - hardcopy 3-ring binder presenting the Prosci Change Management Methodology, includes templates, checklists and assessments for managing the people side of change (includes USB)
  • Change Management Pilot Pro 2012 ($489) - online tool including the Prosci Change Management Methodology, eLearning modules and downloadable templates, assessments, presentations and checklists
  • Change Management Guide for Managers and Supervisors ($209) - tools to help supervisors engage and coach their direct reports through change
  • PCT Analyzer ($149/$349) - web-based tool for collecting PCT Assessment data, analyzing results, identifying risks and developing action steps

References and books:

  • Best Practices in Change Management benchmarking report ($289 / quantity discounts available) - journal-style report with lessons learned and best practices from 650 participants, presented in an easy-to-use format - reads as a checklist of what to do and what not to do
  • Change Management: the people side of change ($18.95 / quantity discounts available) - a primer for anyone involved in organizational change that addresses why manage change, individual change management and organizational change management
  • ADKAR: a model for change ($18.95 / quantity discounts available) - the definitive work on the Prosci ADKAR® Model
  • Employee's Survival Guide to Change ($14.95 / quantity discounts available) - a handbook to help employees survive and thrive during change, answers frequently asked questions and empowers employees to take charge of change

 

 

*** Prosci also offers leadership packages - groupings of products at discounts that offer you some of the most helpful and common combinations of Prosci change management resources

 

 

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Email a Prosci analyst or call 970-203-9332 with questions about the methodology, its application, or finding the right resources to support your change management activities.

 

 


 

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