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Levels of Change Management
Module 3: Project-Individual Level Integration

 

Change management's purpose is clear - to ensure that changes deliver intended results and outcomes by addressing one of the most critical elements of successful change, the people side of change. Employee adoption and usage are the bridge between a great solution and ultimate results. In practice, change management plays out on several different levels within the organization. To provide clarity to this rapidly emerging and evolving discipline and to understand how it is practiced within organizations, Prosci and the Change Management Learning Center are releasing a tutorial series on the Levels of Change Management. This series will examine change management on three distinct levels:

  • The Enterprise Level - as an organizational capability and competency

  • The Project Level - as a benefit realization and value creation measure applied on particular initiatives

  • The Individual Level - as an approach for enabling one person to change successfully

This tutorial addresses the integration between change management at the project level and change management at the individual level designed into the Prosci Methodology.

 

Integrating project level and individual level change management

In the previous module (click here to read Module 2: Project Level), we learned that change management at the project level provides the specific strategies, plans, actions and steps to execute in conjunction with a project deployment. These parts are what make up project level change management, but recall the primary objective for managing change at the project level - to make sure that change in the organization produces the results we are expecting by ensuring that individuals adopt the new way of doing things. Results and outcomes ultimately depend on employees embracing, adopting and using the change. A change management methodology that integrates the project-level activities with the individual-level outcomes provides a holistic and robust approach.

 

The Prosci 3-Phase Change Management Process

Project level change management really encompasses the activities required to make the change a success. Individual level change management is outcome-oriented, maintaining a focus on the need for individuals to embrace and use the change. It is important to address both the project level (activities required) and individual level (outcomes desired) in your change plan. Prosci's 3-Phase Methodology is a uniquely integrated approach, combining processes that target both project level and individual level change management activities.

Change management at the project level tells us what we will do, as a project team or change management resource, to address the people side of the change. Prosci's 3-Phase Change Management Process breaks these activities up into three targeted phases:

Phase 1 - Preparing for change - This phase involves action-items such as conducting readiness assessments, developing risk analyses, identifying anticipated resistance, and preparing the team, to name a few.

Phase 2 - Managing change - This phase includes creating specific deliverables to support employees through change, namely a communications plan, sponsor roadmap, coaching plan, training plan and resistance management plan. (Learn more about the Five Levers of Change Management.)

Phase 3 - Reinforcing change™ - The final phase involves collecting feedback, listening to employees, auditing compliance, identifying gaps, and other targeted action-steps.

Available in two Do-It-Yourself options for immediate access to the methodology and tools:
  -  Change Management Pilot Professional: online option, $489 - order | learn more
  -  Change Management Toolkit: hardcopy option, $389 - order | learn more
Also presented in Prosci's acclaimed 3-day Certification Program: brochure | see schedule

 

Activity-Outcome Integration

From a high level view, the 3-Phase Methodology clearly addresses the activity-side of change management, or the project level. These are actions taken by project teams or change management resources when managing the people side of change. But, even with detailed activities, the question remains - what are we trying to accomplish? We need to incorporate the individual perspective to answer this question.

We've said it once, we've said it twice, and here we go, we're saying it again: we complete project level change management activities to ensure that employees embrace, adopt, and use the change. Keeping in mind this individual perspective, it is easy to see how the individual level of change management acts as the foundation and reasoning for the project-level activities when we dig into the methodology a little deeper. In this way, the methodology achieves an outcome orientation. The Prosci Methodology aligns the "actions required" in project level change management with the "outcomes desired" in individual level change management.

 

Examples

Below are several examples of the "actions required" at the project level and the "outcomes desired" at the individual level.

Phase 1 - Preparing for change

Actions Required:

Outcomes Desired:

Conduct readiness assessments. We need to know how many individuals are going to be impacted by the change and how much change they are currently dealing with so that we can work out the details of the change management strategy.
Identify anticipated resistance and special tactics based on the specifics of the change. The outcome is a customized strategy that supports building Awareness of the need for change and Desire to participate and support the change by anticipating individual-level obstacles. If individuals do not understand the need for change, they are less likely to adopt the change, and we are less likely to realize the expected results.

 

Phase 2 - Managing change

Actions Required:

Outcomes Desired:

Create the coaching plan. Managers and supervisors play an important role in change because they are closest to the individual employees that are impacted. They have influence over their employees' Desire to participate and support the change. The reason we create a coaching plan is to prepare individual managers and supervisors to lead the change with their employees at the individual level.
Create the communication plan. We all know communication is important in times of change, but why exactly, and what are we trying to accomplish? An effective communication plan that incorporates the individual-level perspective aims to answer the most pressing questions employees have at the right time during the project lifecycle so they can understand how the change will impact them.

 

Phase 3 - Reinforcing change

Actions Required:

Outcomes Desired:

Collect and analyze feedback. The purpose of collecting and analyzing feedback is to make sure that the change is sticking at the individual level. This way, we can find out if employees are resorting to the old way of doing things or are not using the new process correctly.
Audit compliance. In order for the change to be successful, employees need to utilize the new way of doing things and be proficient at it. By collecting and analyzing feedback from individuals, gaps can be identified and actions taken in the previous phases can be re-evaluated and improved.

 

Conclusion

We create action-steps at the project level of change management to ensure that the intended results and outcomes are achieved. The intended results and outcomes of the project can only be achieved when individuals start doing their jobs differently. Therefore, the project level and individual level of change management must be integrated in order to meet the goals of change.

Change management at the project level provides the "actions required" while change management at the individual level provides the "outcomes desired." We have established an understanding of how the individual level of change management builds the outcome-oriented foundation of Prosci's 3-Phase Methodology so that we can effectively implement targeted and outcome oriented project level activities. Stay tuned for the fourth module of the series, Individual Level Change Management, to learn how to use the Prosci ADKAR Model, an individual model that describes the change process from the perspective of individual employees, to make change management more than just training and communications.

 

Coming next: ADKAR Guidance - Individual Level

Did you miss:
  - Module 1: Enterprise Level - read it here

  - Module 2: Project Level - read it here

 

 

Prosci's uniquely integrated system of models, tools and processes enables your organization to strategically execute change at all three of the levels: 1) With individuals through the popular Prosci ADKAR® Model; 2) On projects through the robust Prosci 3-Phase Process; 3) As a capability of the organization through the cutting-edge Prosci Enterprise Change Management Suite. Contact Prosci at changemanagement@prosci.comm or +1-970-203-9332 to learn more.

 

 

 

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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

 

* Tuition prices scheduled to increase June 2013

 

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:

  • May 14 - 16, 2013: San Francisco, CA area - FULL
  • May 14 - 16, 2013: Denver, CO area - FULL
  • May 21 - 23, 2013: Washington DC area - FULL
  • May 21 - 23, 2013: San Diego, CA area - FULL
  • May 21 - 23, 2013: Orlando, FL area - FULL
  • June 4 - 6, 2013: Washington DC area
  • June 11 - 13, 2013: San Francisco, CA area
  • June 18 - 20, 2013: Chicago, IL area
  • June 18 - 20, 2013: Denver, CO area
  • June 25 - 27, 2013: Orlando, FL area
  • June 25 - 27, 2013: Washington DC area - FULL
  • July 9 -11, 2013: Denver, CO area
  • July 16 - 18, 2013: Chicago, IL area
  • July 23 - 25, 2013: Houston, TX area
  • July 30 - Aug 1, 2013: Portland, OR 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."
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- Lisa C., November 2010

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- 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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