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Is this your year for building organizational
change management capabilities and competencies?


Leading organizations are making great change management the norm - are you ready to make the move?

Over the last decade, the discipline of change management has emerged and evolved. What was once an ad hoc, after-the-fact approach occasionally accompanied by a communications plan and training plan has been replaced by holistic, structured processes with complete toolsets for addressing change management at the individual and organizational level. The result of improved change management has been greater success at delivering objectives on time and on budget.

Now, leading organizations are taking the next step in the journey, shifting their focus from project-by-project application toward institutionalizing change management practices, processes and competencies. Instead of addressing change management one project after another, these organizations are investing time, energy and resources to build organizational change management capabilities and competencies. Prosci calls this effort Enterprise Change Management (ECM), the structured and intentional deployment of change management across and throughout an organization. With Enterprise Change Management, effectively managing the people side of change becomes more than a business practice; it becomes a core competency, competitive differentiator and cultural value of the organization.

ECM Boot Camp
2014 offerings:

- May 9 (Chicago)
- July 13 (DC)
- Aug 8 (Portland)
- Sept 12 (Denver)
- Oct 16 (Cleveland)
- Nov 7 (Houston)
Learn more

So, are you ready to take the next step? To put your organization in a place where common change management processes and tools are consistently applied on all projects, and where employees have grown to become great leaders of change, regardless of their role or location in the organization. If so, you are ready for Enterprise Change Management.

This tutorial presents two key questions for you to consider as the new year begins and you embark on the journey to build true organizational capabilities and competencies in change management:

  • Where are you today?
  • How will you move forward?


Where are you today?

How would you answer these questions:

  • Do you have a vision for what a change management capability means for your organization?
  • What percentage of projects are applying a structured change management approach?
  • Have change management practitioners, project teams, leaders and managers attended change management training?
  • Have you adopted a standard approach to change management?
  • What is the level of buy-in and support for applying change management at every level within the organization?

These are the types of questions you can answer to determine where your organization is today from a change management maturity perspective. The Prosci® Change Management Maturity Model describes the five levels of organizational maturity as:
(read more about the Prosci Change Management Maturity Model):

  • Level 1: Absent or Ad hoc
  • Level 2: Isolated Projects
  • Level 3: Multiple Projects
  • Level 4: Organizational Standards
  • Level 5: Organizational Competencies

Each of the initial questions are pulled directly from the Prosci® Change Management Maturity Model Audit. Released in 2012, this web-based self-assessment enables you to evaluate your organization's current change management maturity and sets the stage for building an organizational capability. In evaluating current change management maturity, there are five key areas to consider:

  • Leadership: What is the current level of leadership support for change management?
  • Application: How broadly and effectively are change management processes and tools being applied on the projects and initiatives in your organization?
  • Competencies: What is the current level of education, knowledge and competency related to leading change throughout the organization?
  • Standardization: Does the organization have a standard change management approach? Has change management been integrated into project delivery processes?
  • Socialization: Is there a common and shared definition of change management? Do people understand and value change management and its contribution to projects and the organization overall?

The Prosci® Change Management Maturity Model Audit presents fifty (50) observable characteristics across the five capability areas above and provides rubric scoring so you can evaluate where your organization is today. The tool generates graphs like those below showing your overall level in the Prosci® Change Management Maturity Model and your score in each of the five capability areas (learn more about the Change Management Maturity Model Audit or order an access code now for $89 to start evaluating your organization's maturity now).


So, where is your organization today? From a Leadership perspective? An Application perspective? A Competencies perspective? A Standardization perspective? A Socialization perspective?

Understanding where you are today is the first step toward building organizational capability in the coming year - providing significant input and direction. But, knowing where you are today is only the starting point. What can you do to move the needle - to increase the use of change management processes and tools on initiatives and foster the individual competency building throughout your organization?


How will you move forward?

There is an important turning point that happens for organizations ready to institutionalize change management and build organizational capabilities. Based on Prosci's research and experience, this turning point can be best described as the moment we begin treating change management capability building as both a project and a change. Becoming a change-adept organization and building an agility supported by change management capabilities takes a concerted effort and focus. Organizational change management capability and competency does not happen on accident, it requires a thoughtful and structured approach to move from your current level of change management maturity to a higher level in the Change Management Maturity Model. Prosci has nearly a decade of experience and research in Enterprise Change Management which is now available in the one-day ECM Boot Camp and the online ECM Roadmap.  Upcoming ECM Boot Camps

Given what we know and have learned, these three essential actions are critical in the journey to embed change management and build organizational capabilities:

  1. Secure leadership support
  2. Create and share success stories
  3. Manage the effort with structure and intent


1.  Secure leadership support

Leadership support and effective sponsorship of change provides the necessary credibility and authority for change to take place. In times of change, employees look to leaders for direction and to see their own personal (and the organization's) commitment to the change at hand. In each of Prosci's seven benchmarking studies since 1998, active and visible sponsorship throughout the life of the project was identified as the greatest overall contributor to success.

Now, considering that the effort to build organizational change management capability is in fact both a project and a change, why would this be any different? When an organization takes on Enterprise Change Management, there are many changes that need leadership support and sponsorship to be effective, including installing a standard change management approach, establishing triggers and procedures for applying change management, integrating change management into change processes and systems, and providing competency-building training for employees.

For employees to take change management capability building seriously, leaders must show that this is an important undertaking for the organization. Leadership commitment was cited by study participants as the greatest contributor to successful change management deployment efforts, and a lack of support was cited as one of the biggest obstacles for unsuccessful efforts. Furthermore, leadership support was cited as one of the most important activities as the launch of a change management deployment effort.

Tips for securing leadership support:
To get senior leadership support for Enterprise Change Management, you must get them to support change management first. This means showing that applying change management on projects and initiatives increases the likelihood that those efforts deliver the intended results and outcomes. Position change management not as an optional add-on, but as a critical component of benefit realization and value creation from change. Work to show that change management contributes directly to the financial and strategic success of projects and initiatives, and then convey the opportunity for breakthrough performance by more widely deploying change management throughout the organization and on even more projects.


2.  Create and share success stories

The value of change management must be demonstrated to those in the organization. In particular, employees working on projects are more likely to commit to change management when they have seen what it looks like and the impact it can have. Few organizational capability building efforts begin without some solid proofs of success and examples to share.

As you move toward an enterprise perspective for change management, building this legacy of pilot programs and case studies will be critical. In Prosci's latest research, respondents indicated that working on projects and demonstrating impact was critical in socializing and building support for change management more broadly. Demonstrating success was identified as one of the highest impact activities, as real application improved the reputation, credibility and visibility of change management

Tips for creating and sharing success stories:
Search out opportunities to apply change management in a real project setting. Then, document and measure the impact on project results. Your measurements of the contribution of change management can be both quantitative measures and qualitative stories from project team members and leaders. Communicate and share the results, creating a reference point for your work to increase the application on more projects. Be strategic and thoughtful in selecting pilot projects. If you are already working on projects, begin capturing the impact so you can leverage your wins toward Enterprise Change Management.


3.  Manage the effort with structure and intent

This final tip results directly from the mindset of viewing "institutionalizing change management and building organizational capabilities and competencies" as both a project and a change. From a "project" perspective, this means implementing the mechanisms and systems to support change management application. From a "change" perspective, this means helping employees embrace, adopt and use change management in their work. We would never undertake an effort to transform the organization without applying solid project management and change management principles support the technical-side and people-side aspects of the effort. And, when you work to build an organizational capability in change management, you are essentially transforming how the organization changes. So, you will need structure on both the technical-side and people-side for Enterprise Change Management to be successful.

At the most basic level, the Enterprise Change Management effort will play out like any other change in the organization, following a current-transition-future state framework. The current state is how change management happens today. The future state is how the organization will manage change after the capability is built. The transition state is how the organization will move from its current level of maturity to a higher level of maturity. With this as the foundation, your role will include assessing the current state, defining the future state and designing a transition plan to ensure that you are treating ECM like both a project and a change.

Tips for managing the effort with structure and intent:
In Prosci's ECM offerings (including the one-day ECM Boot Camp workshop and the online ECM Roadmap instructional guide), we add structure and intent by developing Project ECM. Project ECM encompasses assessing the current state (including current maturity and environmental factors), defining the future state (including a vision statement and the essential elements of the future state), and designing a transition state (for both the technical and the people sides of the change). The ECM Boot Camp and ECM Roadmap provide a structured approach for Project ECM including numerous tools you can use. In addition, common project tools and templates are applied to the effort to add structure and intent, including alignment with best practices.


Seize the opportunity

So, where is your organization today, and how will you move forward? The coming years promise more, not less, change. And, if you can embed change management and build organizational capabilities and competencies, then your organization, your projects and your employees will be more successful.

If this is the year your organization will become more change capable and make change management the norm and expectation, there is no reason to wait. Prosci has the research and experience to support you on your journey. Contact an account manager at +1-970-203-9332 or read more about the Prosci ECM Suite, including the Change Management Maturity Model Audit, the ECM Roadmap (online instructional guide) and the ECM Boot Camp (one-day workshop).


Are you ready to build your organizational change management capabilities?
Attend a Prosci ECM Boot Camp - a one-day workshop for creating your strategy
and plans for institutionalizing change management.

Upcoming sessions:

April 16, 2015 - Las Vegas, NV

May 12, 2015 - Chicago, IL

Sept 22, 2015 - Denver, CO

Oct 15, 2015 - Portland, OR

Download registration form

Contact us about an onsite ECM Boot Camp

1. The What and Why
2. Prosci Change Management
Maturity Model Audit
3. Project ECM

"This is a practical hands-on workshop with well designed, elegantly simple tools."

"Highly recommended for anyone looking to go beyond project change management to affect an entire culture."

"If you're serious about achieving true change management as one of your core organizational competencies, then find a way to get to this course."

"Prosci is excellent at providing relevant content and templates for defining real business solutions in the area of Change Management. ECM Boot Camp did not disappoint - I'm now prepared to define a solution that will work for my organization."

"Well worth the time and money... Great Value… Excellent Program!"


Interested in adopting Prosci as your organizational standard?

Prosci offers enterprise site licenses that allow you to leverage Prosci's world-leading research and methodologies in your organization. With enterprise site licenses, you are able to customize Prosci's processes and tools to fit your organization, integrate Prosci's models into existing processes and project management approaches, translate tools and materials into multiple languages, lower the cost of training delivery and truly build your organization's change management capabilities and competencies.

Contact a Prosci Account Manager at +1-970-203-9332 or changemanagement(at)prosci(dot)com to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.







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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


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:

  • January 15 - 17, 2013: San Francisco, CA area - FULL
  • January 15 - 17, 2013: San Diego, CA area - FULL
  • January 22 - 24, 2013: Houston, TX area - TEAMS ONLY
  • January 29 - 31, 2013: Chicago, IL area - FULL
  • February 5 - 7, 2013: Washington DC area
  • February 5 - 7, 2013: Denver, CO area
  • February 12 - 14, 2013: San Francisco, CA area
  • February 19 - 21, 2013: Chicago, IL area
  • February 19 - 21, 2013: Orlando, FL area
  • February 26 - 28, 2013: Portland, OR area
  • March 5 - 7, 2013: Denver, CO area
  • March 12 - 14, 2013: San Francisco, CA area
  • March 12 - 14, 2013: Chicago, IL area
  • March 19 - 21, 2013: Orlando, FL area
  • March 26 - 28, 2013: Portland, OR area
  • March 26 - 28, 2013: Houston, TX area
  • March 26 - 28, 2013: Washington DC area
  • April 2 - 4, 2013: Chicago, IL area
  • April 16 - 18, 2013: San Francisco, CA area
  • April 23 - 25, 2013: Washington DC area
  • May 7 - 9, 2013: Chicago, IL area
  • May 14 - 16, 2013: San Francisco, CA area
  • May 14 - 16, 2013: Denver, CO area
  • May 21 - 23, 2013: Orlando, FL area
  • May 21 - 23, 2013: Washington DC area
  • June 11 - 13, 2013: San Francisco, CA area
  • June 18 - 20, 2013: Chicago, IL area
  • June 25 - 27, 2013: Orlando, FL area
  • June 25 - 27, 2013: Washington DC 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 taken… 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 course. Well worth the investment of time and money. Excellent job!"
Sue A., July 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:


  • 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 to discuss your change management needs and how Prosci's research-based, holistic, easy-to-use solutions can work for you.


  • 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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