Prosci Change Management Actually Has The Answers

Share it

Is Your Organization Prepared for the Challenges of Change?

Knotted mess of wires representing the complexities and challenges of organizational change managed by Prosci Change Management.

Prosci change management is a practical methodology for helping people adopt change at work: without chaos, resistance, or backsliding. It’s often taught alongside the ADKAR model, which explains what individuals need to move from “this is happening to me” to “I can do this confidently.”

If you’ve heard “Prosci” or “ADKAR” in training and you’re not sure what the difference is, you’re not alone. In this guide, I’ll explain both in plain English, show how they fit together, and walk through the core steps you’ll see in real projects.

In this article, you’ll learn:

  • What Prosci change management is (and what it isn’t)

  • The ADKAR model steps (with a simple example)

  • Prosci vs ADKAR: how to choose what you need

  • The Prosci 3-phase process and the tools teams use to plan and measure change

What is Prosci Change Management?

Road with milestones indicators to other towns symbolizing the structured and guided approach of Prosci Change Management.

Prosci change management is a structured, people-focused methodology that helps organizations prepare for, manage, and sustain change.

  • Structured approach to managing organizational change
  • Focuses on the people side of change
  • Provides a comprehensive methodology and toolkit

By focusing on the people side of change, Prosci’s approach helps organizations build the readiness, commitment, and capability needed to achieve their desired results.

Want the bigger picture? Explore the importance of change management in projects, and see how structured change practices directly influence project outcomes, stakeholder buy-in, and long-term results.

What Is Prosci? (Simple Explanation)

Prosci is both a company and a change management methodology. The company develops research-based tools, training, and frameworks to help organizations manage the people side of change.

The ADKAR model is one part of the Prosci methodology, not a separate framework. ADKAR focuses on individual change, while Prosci provides the broader structure for managing change across projects and organizations.

Because the two are taught together, they’re often confused. Understanding how Prosci and ADKAR fit together makes it much easier to apply them correctly in real change initiatives.

Prosci ADKAR Model

A colorful vector infographic diagram illustrating the five stages of the ADKAR Model in Prosci Change Management: Awareness, Desire, Knowledge, Ability, and Reinforcement

The ADKAR Model is the core individual change model within Prosci’s Change Management methodology. It explains the five outcomes people must achieve for change to be successful.

  • Awareness – understanding why the change is needed
  • Desire – choosing to support and engage with the change
  • Knowledge – learning how to change
  • Ability – applying skills and behaviors in practice
  • Reinforcement – sustaining the change over time

By focusing on these five outcomes, the ADKAR Model helps change leaders identify where individuals are struggling and apply targeted support to move adoption forward.

Example: During a new software rollout, employees may understand why the change is happening (Awareness) but still avoid using the system. ADKAR helps leaders identify whether the gap is motivation, training, or confidence, and respond with the right support.

Prosci vs ADKAR: What’s the Difference?

Prosci and ADKAR are closely related, but they are not the same.

Prosci is a complete change management methodology used to plan, manage, and reinforce change across projects and organizations. ADKAR is a model within the Prosci methodology that focuses on how individuals experience and adopt change.

In simple terms:

  • Prosci defines how change is managed overall.
  • ADKAR explains what people need to adopt change successfully.

Understanding the difference helps organizations apply both correctly instead of treating them as interchangeable.

Applying the ADKAR Model

To effectively apply the ADKAR Model, change leaders should:

  1. Assess the current state of individuals in relation to each stage of ADKAR.
  2. Develop targeted communication, training, and support strategies to address gaps and move individuals forward.
  3. Continuously monitor progress and adjust interventions as needed.
  4. Celebrate successes and reinforce the change to ensure sustainability.

Prosci's 3-Phase Process

To-do/doing/done board representing the organized phases of Prosci's 3-Phase Process in change management
  • Preparing for change
  • Managing change
  • Reinforcing change
  • Provides a roadmap for change management activities

     

In addition to the ADKAR Model, Prosci’s Change Management methodology includes a 3-Phase Process that provides a structured approach to planning and executing change management activities. The three phases are:

  1. Preparing for change: This phase involves defining the change strategy, building a change management team, and developing a sponsorship model. Key activities include assessing change readiness, identifying potential risks and resistance, and creating a communication plan.
  2. Managing change: During this phase, the focus is on implementing the change management plans developed in the previous phase. This involves executing communication, training, and coaching activities to support individuals through the ADKAR stages. Change leaders also monitor progress, gather feedback, and adjust as needed.
  3. Reinforcing change: The final phase is critical for ensuring the sustainability of the change. It involves celebrating successes, recognizing individual and team contributions, and implementing mechanisms to measure and monitor the change over time. Ongoing communication, training, and support are provided to reinforce the change and prevent backsliding.

     

By following this three-phase Process, organizations can systematically plan and execute change management activities, ensuring the necessary resources, support, and leadership are in place to drive successful change adoption.

Integrating Change Management with Project Management

To maximize the effectiveness of change initiatives, change management should be aligned with project management from the start.

Prosci recommends:

  • Aligning change management and project timelines
  • Establishing clear collaboration between the project and change teams
  • Jointly identifying and addressing risks that could impact adoption


Explore real Project Management Examples that show how change management and project delivery align for success.

quote mark

Change management is not a one-size-fits-all approach. Prosci's methodology is flexible and scalable, allowing organizations to tailor their change management efforts to their specific needs and context.

Prosci's Vice President of Global Business, Mark Dorsett

Prosci Change Management Tools and Templates

House renovation blueprint representing the comprehensive resources in Prosci Change Management Toolkit.

These tools help organizations assess readiness, manage resistance, and track adoption throughout the change process.

  • Includes assessments, templates, and guides
  • Supports the application of the ADKAR Model and 3-Phase Process
  • Continuously updated based on best practices and research


Prosci offers a comprehensive toolkit that includes assessments, templates, checklists, and guides to support the application of its Change Management methodology. These resources help change leaders and practitioners plan, execute, and monitor change management activities effectively.

Some key components of the Prosci Change Management Toolkit include:

  1. Change Readiness Assessment: This helps organizations assess their overall readiness for change and identify areas that may require additional attention or support.
  2. ADKAR Assessment: Allows individuals to self-assess their progress through the ADKAR stages and provides insights into areas where additional support may be needed.
  3. Communication Templates: Offers a range of customizable templates for creating effective change communication plans and messages.
  4. Sponsorship Roadmap: Guides engaging and mobilizing senior leaders to actively sponsor and support the change initiative.
  5. Resistance Management Plan: Helps change leaders proactively identify and address potential sources of resistance to change.


Prosci continuously updates and expands its toolkit based on the latest research, best practices, and practitioner feedback. For even more templates, guides, and real-world change management tools, visit Prosci’s official change management resources. This ensures organizations can access the most relevant and effective tools and resources to support their change management efforts.

Organizations can significantly increase their chances of successfully implementing and sustaining change by leveraging Prosci’s comprehensive Change Management methodology, including the ADKAR Model, 3-Phase Process, and toolkit.

This structured approach helps ensure that individuals are prepared, equipped, and supported throughout the change journey, ultimately driving better outcomes and long-term success.

References:
 https://www.source.com https://hr.berkeley.edu/sites/default/files/change_management_toolkit.pdf https://www.prosci.com/resources https://www.prosci.com/resources/downloads https://www.prosci.com/blog/how-the-prosci-proxima-tools-supports-successful-change https://www.prosci.com/solutions/tools-and-resources

Benefits of Prosci Change Management

Thriving corals representing the growth, resilience, and interconnected benefits achieved through Prosci Change Management.

Prosci Change Management offers a practical, people-focused way to improve how organizations implement change.

Key benefits include:

  • Higher change success rates
  • Better employee adoption and engagement
  • Reduced resistance to change
  • Clear structure for managing people-side impacts
  • Scalable approach across projects and organizations


By focusing on individual readiness and adoption, Prosci helps organizations achieve results that last.

According to Prosci’s Change Management Best Practices Report, organizations that use Prosci’s methodology significantly increase project success rates. 76% of projects meet objectives compared to 18% without Prosci’s approach.

Change management is also evolving. See how AI in the Workplace is also transforming how change is managed across industries.

Assessing Organizational Change Readiness with Prosci

Checklist with checkmarks representing the thorough assessment of change readiness with Prosci Change Management.

Prosci’s Change Readiness Assessment helps organizations understand whether they are prepared to implement change successfully, and where adoption risks are likely to appear.

Rather than waiting for resistance during rollout, readiness assessments identify gaps early so leaders can adjust sponsorship, communication, and training before the change goes live.

What is a Change Readiness Assessment?

A change readiness assessment evaluates how prepared an organization and its people are to adopt a specific change.

Prosci’s approach focuses on practical readiness factors such as leadership support, communication effectiveness, employee capability, and alignment with organizational culture.

Why Change Readiness Matters

Assessing readiness helps organizations:

  • Identify likely resistance before implementation

  • Focus communication and training where they are most needed

  • Confirm that sponsorship and resources are strong enough

  • Increase confidence that people can adopt and sustain the change

Without readiness, even well-designed change initiatives struggle to achieve adoption.

Key Change Readiness Factors (PROSCI)

Busy street with lots of shop signs in Tokyo representing the various key change readiness factors in Prosci Change Management.

Prosci typically assesses readiness across a small set of core areas:

Leadership Commitment and Sponsorship

Visible executive support, clear ownership, and consistent messaging about why the change matters.

Change Management Capability

Availability of trained change practitioners and integration of change activities into project plans.

Communication and Engagement

Clear, timely communication tailored to impacted groups, with opportunities for feedback and dialogue.

Training and Support

Access to role-based training, job aids, and ongoing support during the transition.

Cultural Alignment

Fit between the change and existing norms, values, and ways of working, and plans to reinforce desired behaviors.

Preparing for Change Using Readiness Insights

Once readiness gaps are identified, organizations can take targeted action:

👉 Assess the current state and desired future state

👉 Engage employees early through two-way communication

👉 Provide training to address skill and confidence gaps

👉 Reinforce progress by recognizing early wins

👉 Strengthen a culture of continuous improvement

Implementing Prosci's Change Management Methodology

Step-by-step staircase symbolizing the detailed implementation process of Prosci Change Management Methodology.
  • Follow Prosci’s 3-phase approach for successful change management
  • Engage stakeholders, communicate effectively, and provide training and support
  • Reinforce change by celebrating successes and embedding it into organizational culture

Step 1: Prepare for Change

Preparing for change is the foundation of successful change management.

Start by clearly defining the change and its impact on the organization.

This includes identifying the change initiative’s scope, objectives, and desired outcomes. If you need a practical view of the steps in a change plan, my in-depth change management plan article walks through how to structure objectives, communication, and training in real projects.

Early in the process, engage key stakeholders and sponsors to gain support and ensure organizational goals are aligned.

Next, develop a comprehensive change management strategy that outlines the approach, timeline, and resources required for implementation.

This strategy should be tailored to your organization’s specific needs and culture, considering factors such as the change’s size, the expected resistance level, and the available resources.

Key activities in the preparation phase

 

  • Conduct a change readiness assessment
  • Identify potential barriers and risks