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2 2 reserved.
3 3 reserved.
TM
Leadership /
Sponsorship provides
guidance and governance
Project Management
gives structure to the
technical side of the
change
Change Management
supports the people side
of the change
The Prosci Project Change Triangle (PCT) is a trademark of Prosci, Inc. All rights reserved.
Copyright 2014 Prosci. All rights
4 4 reserved.
Current
state
Transition
state
Future
state
How things
How to move How things will
are done today from current
be done
to future
tomorrow
Examples of changes
organizations are currently taking
on
Current
state
Transition
state
Future
state
Ad hoc processes
Merged organization
6 6 reserved.
Current
state
How I do my
job today
Individual
7 7 reserved.
Current
state
Transition
state
Future
state
Transition
state
Future
state
Organization
Future
state
Current
state
Transition
state
Future
state
Current
state
Transition
state
Future
state
Current
state
Transition
state
Future
state
Current
state
Transition
state
Future
state
Current
state
Transition
state
Future
state
Current
state
Transition
state
Future
state
8 8 reserved.
9 9 reserved.
Current
state
Transition
state
Future
state
Current
state
Transition
state
Future
state
Current
state
Transition
state
Future
state
10 reserved.
11 reserved.
12 reserved.
Change management
perspectives
Individual
perspective
Understanding how
one person makes a
change successfully
13 reserved.
Organizational
perspective
The tools that
project teams and
managers have to
support the people
side of change
Personal or professional
Reference: Hiatt, J. ADKAR: A model for change in business, government and our community, Learning Center
Publications, 2006.
is a registered
trademark
Prosci. All Rights
Reserved.
ADKAR ADKAR
and Awareness
Desire Knowledge
Abilityof
Reinforcement
are a registered
trademarks of Prosci, Inc. All rights reserved.
Copyright 2014 Prosci. All rights
14 reserved.
Awareness
Desire
Knowledge
Ability
Reinforcement
ADKAR and Awareness Desire Knowledge Ability Reinforcement are a registered trademarks of Prosci, Inc. All rights reserved.
Copyright 2014 Prosci. All rights
15 reserved.
Proscis organizational
change management process
A structured process for
managing the people side of
change on a project or
initiative
Research-based
Holistic
Easy-to-apply
Scalable
17 Copyright 2014 Prosci. All rights
17 reserved.
18 reserved.
Understanding the
nature of the
change
Understanding the
groups being
changed
Creating the right
sponsorship model
and coalition
Identifying risks
Developing special
tactics
19 reserved.
Communication plan
Sponsor roadmap
Training plan
Coaching plan
Resistance mgmt plan
20 reserved.
Individual phases
of change
(ADKAR )
Communications
Awareness
Sponsor roadmap
Desire
Coaching
Knowledge
Resistance management
Ability
Training
Reinforcement
21 reserved.
Effective change
management requires
involvement and
action by many in the
organization
22 Copyright 2014 Prosci. All rights
22 reserved.
Senior leaders
Employees
Project team
People side of
the project
28 reserved.
Comparing processes
Project management
Initiation
Planning
Executing
Monitoring and
controlling
Closing
29 reserved.
Change
management
Organizational:
Preparing for change
Managing change
Reinforcing change
TM
Individual:
Awareness
Desire
Knowledge
Ability
Reinforcement
Comparing tools
Project management
Statement of work
Project charter
Business case
Work breakdown
structure
Budget estimations
Resource allocation
Schedule
Tracking
30 reserved.
Change
management
Individual change
model
Readiness assessment
Communication plans
Sponsorship
roadmaps
Coaching plans
Training plans
Resistance
management
Reinforcement
31 reserved.
Problem or
opportunity
Planning
Business
improvement
steps
Design
Development
Implementation
33 reserved.
Assessments
Team and
sponsors
Communications
Coaching and
feedback
Resistance
management
Copyright 2014 Prosci. All rights
34 reserved.
Change
management
process
Business
improvement
steps
35 reserved.
Change
management
process
Business
improvement
steps
Change
management
process
36 reserved.
Research results
When to start change management
37 reserved.
p. 42
Conclusion
Change management focuses on the people side of
organizational change
Change management involves both an individual and
an organizational perspective
Change management requires action and involvement
by leaders and managers throughout the organization
Change management and project management are
both tools that support project benefit realization
project management is the technical side and
change management is the people side
Change management is most effective when it is
launched at the beginning of a project and integrated
into the project activities
38 Copyright 2014 Prosci. All rights
38 reserved.