One of the most popular change management frameworks around, PROSCI Model – 3 Phase Approach and ADKAR.
When is it best used?
In my opinion, this model is best used for medium, large or even complex projects or when you require a more structured approach to manage the change.
What classifies as a complex project?
~ If the change cuts across multiple functional areas in the organization
~ If there are a lot more risks and issues involved
PROSCI’s 3 Phase Approach can provides a robust framework, templates and a broad perspective in helping you manage and implement change.
While PROSCI’s ADKAR will help you anticipate how people will react to change and guide you on how to work with them, the 3-Phase will show you the various deliverables for each phase of implementing the change.
Because of the multiple deliverables and requirements with this model, it is best or easily used by dedicated change managers or leads whose full responsibility is leading and managing the change on the project and/or organization.
I find many change practitioners (and other professionals) come across PROSCI at some point or another. Some of the critics of this model would say it is rigid, and needs to be more agile.
What I find most useful for using this or any change management model or framework, is also having the skills and competencies to lead and manage change. While models and frameworks help you focus on the ‘science’ and tactical aspects, having change leadership skills and competencies help you focus on the ‘art’ of being able to lead and manage change regardless of the size, type or complexity of the change.
It is the art of leading change that helping you influence your stakeholders, manage potential resistance to change, get buy-in for your change and increase adoption, and drive more successful outcomes.
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