Prosci

Learn the history and the meaning of Prosci. Learn about the ADKAR, a model for individual change.

History

Formerly an engineer and program manager for Bell Labs, Jeff Hiatt – founder of Prosci – noticed something: two similar projects could both have excellent technical solutions and project management, yet one would successfully meet its objectives while the other would fail. Curious, Jeff started digging deeper and found the key to this success: the people side.

Since 1994 we’ve continued to ask questions about how to effectively help people embrace and adopt change. Our best practices research is the largest body of knowledge on the subject, and we use that research to power models and solutions for our clients. Today we’re proud to partner with the largest corporations, governments and not-for-profit organisations in the world to help them change more successfully.

What’s does prosci mean?

Pronounced pro-sigh, Prosci is derived from the first syllable in the words Professional and Science. We believe scientific principles and research can be applied to organisational settings in order to achieve greater outcomes. This belief has led us to creating the largest body of knowledge on change management, constantly asking new questions about how to better manage the people side of change in a structured and repeatable way.
Professional + Science = Prosci

ADKAR – A Model for Individual Change

The ADKAR model was first published in 1998 in an article titled, The Perfect Change by Jeff Hiatt. Since that time, ADKAR has become one of the most frequently sought after change management models in Prosci’s methodology and courses. It is easy to remember and strikes a chord in many individuals that allows them to make sense of the overall change management process. ADKAR presents five stages that individuals go through when making a change:

  • Awareness of the need to change
  • Desire to participate and support the change
  • Knowledge about how to change
  • Ability to implement new skills and behaviors
  • Reinforcement to keep the change in place

This model identifies both the stages and sequence required for an individual to experience successful change. In business changes, the model is central for managing personal transitions and as a guide for developing change management plans. The best way to understand ADKAR is to complete a short exercise about a change you are trying to facilitate with another person, and analyze the resulting ADKAR profile (coming next). Following that exercise, we provide a case study about a father and daughter to show how a barrier to change can be overcome. Once you understand the ADKAR model and how it is used to manage transitions, you can:

 

  • Focus conversations, especially when dealing with resistant employees.
  • Diagnose gaps in the change management program for each group or department.
  • Identify corrective actions based on specific desired results.

Virtual Prosci Change Management Certification

Join our upcoming courses

Addressing unexpected change while keeping change management momentum going are top priorities these days for businesses trying to stay ahead. Prosci’s Virtual Instructor-Led Change Management Certification is an online, interactive, three-day learning experience offering the same training as our traditional in-class program. Participants gain the knowledge, skills and tools to drive successful change initiatives—no matter how complex or urgent.

This program is the perfect solution when you’re…

  • Tackling new must-win projects
  • Implementing changes impacting your remote workforce
  • Addressing resistance to your change

Talk to us

Get in touch with the team at Change Enablement and we will get back to you shortly.

Contact Us  Email: info@changeenablment.hk