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The Prosci Methodology

Why Prosci ?

80% of Fortune 100 companies trust Prosci’s capability to enable growth & realization of goals pertinent to Change Management solutions based on holistic, research-based, easy-to-use tools, methodologies and services. Over 65,000 Change Management practitioners have been certified by Prosci.

Structured, Scalable and Adaptable:

Individuals are successfully encouraged to embrace, adopt and utilize a required change. The Prosci Methodology is structured to be both repeatable & flexible:

  • Structured: The Prosci® Methodology organizes all the people, change and results inputs into a simple process that is applicable to develop Change Management strategies & plans & increase adoption and usage on any of your initiatives.
  • Scalable and adaptable: The Prosci® Methodology is versatile when it comes to adapting as it can be flexed to any kind of organization, small or big.

Organizations do not change, people do.

The Prosci Methodology

To increase efficiency, organizations require changes to processes, job roles, organizational structures, and technological types and uses.

Employees are at the core of this process, so the designed objective can only be achieved when they change how they do their job & embrace a new way of working.

The Prosci Methodology 2021 enhancement utilizes both, assessment by the practitioner and the constant development of customers’ demands for future change trends readiness.

In addition to the plethora of practices & techniques, the Prosci Methodology consists of three main components:

  • PCT Model: Promotes project health by providing a structure that covers the four critical aspects of realizing successful change.
  • ADKAR® Model: Pilots individuals’ endeavor to navigate to their desired transition.
  • The Prosci 3-Phase Process: Propels change at the Organizational level.
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The Prosci Change Triangle (PCT) Model

The two cornerstones of The Prosci Methodology are the Prosci Change Triangle (PCT) and the ADKAR® Model. Both offer an efficient structure for practitioners to understand the four critical aspects of any successful change to promote Project health.

The PCT model begins with success in mind. It is incorporated in The Prosci 3-Phase Process to improve project outcome.

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ADKAR® Model

During a transformational time, employees could feel disconnected as they fail to recognize the importance of their involvement. This is how skilled leadership can powerfully impact the process by ensuring individuals are emotionally engaged and any potential resistance is addressed.

The power in the ADKAR® model lies in the fact that it is outcome-oriented aiming to limit resistance to organizational change. The main elements to focus on to be successful in your organization’s transformation are Awareness, Desire, Knowledge, Ability and Reinforcement (ADKAR®). With this tool we can help individuals handle and prepare for the change process, as well as monitor their reactions in real time, thus effectively customizing a strategy specific to them and their personal relationship to change. The ADKAR® model describes the five stages an individual goes through to achieve the desired level of adoption. Impacted individual is at the center of the Prosci Methodology.

Download the ADKAR® Overview

The Prosci 3-Phase Process

The Prosci Methodology is comprised of three main parts, the PCT Model, the ADKAR® Model and the Prosci 3-Phase Process. When it comes to realizing individual change, the ADKAR® Model is implemented, but if the change is desired at a project level, the Prosci 3-Phase Process is the solution.

Each of the Prosci 3–Phases Process includes 3 phases. Every stage incorporates disparate activities that lead to successful change.

Similar to other Prosci processes, the Prosci 3-Phase Process is also adaptable and scalable so organizations can customize and adapt according to their needs.

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Phase 1 – Prepare Approach

The team focuses on the set goals while defining the Change Management Strategy. This phase has 3 elements:

  • Define success
  • Define impact
  • Define approach

Phase 2 – Manage Change

Bringing the Change Management Strategy to life, this is transition phase that sees implementation of actions from the ADKAR® Model

  • Plan & act
  • Track performance
  • Adapt actions

Phase 3 – Sustain Outcomes

This phase secures the commitment for change after adopting it. Actions taken reassess performance, activate continuation of strategies and shifting responsibilities.

  • Review performance
  • Activate sustainment
  • Transfer ownership

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