Prosci Methodology Enhancements

Prosci is committed to continually searching for better ways to manage the people side of change.

Part of Prosci’s promise is ensuring that they provide the most up-to-date thinking, research and models within their programs. Each year they release updated content, program design, research and tool enhancements. This year’s updates are some of the most robust Prosci has ever produced.

They listened to the Prosci Community and, using a Design Thinking approach, began collecting information to empathize and understand the needs and problems of change practitioners. They used the data to define their focus and concentrate  efforts to address the most urgent, pervasive and high-value issues for practitioners.

The core of the Prosci Methodology is still the same, but the enhancements driven by your input have created a more effective, applicable, and actionable methodology. Download this guide first for an overview of what is changing and how it impacts your role, as you interact with the content. 

Use the resources below to review the core content of the Prosci Methodology

Read these articles to learn about key concepts of the Prosci Methodology. These articles do not compare the legacy and updated models and methodology, but they will provide a clear overview of the current thinking. Once you read through the overview guide, download our FAQ document for additional information.

Watch these webinars for an even more in-depth explanation of these key concepts.

If you’re ready to upgrade and want to refresh your Prosci change management knowledge and license, then our Prosci Refresher Program is exactly for you. Read more from here.


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You have an important change coming up?

Do a short audit to see how your change project meets the 5 success factors from the global survey.

This short Change Management Audit is based on 5 key success factors identified in the global Prosci Change Management Best Practice Study.

To find out how your planned or ongoing change project compares to global best practice, please rate it on a 5-point scale for the following factors:

1: strongly disagree; 2: disagree; 3: so and so; 4: I agree; 5: I fully agree.

1. The change project has a top management sponsor* who is actively involved, clearly communicates the vision and supports employees throughout the change.
1 2 3 4 5

*By sponsor we mean the top manager, initiator, leader, who ensures the necessary priority, support and resources for the project.

2. A structured approach (eg ADKAR or Agile) is used to manage the change and a coherent plan is in place.
1 2 3 4 5
3. A communication plan has been created for the change, the need for change and the benefits for employees have been clearly communicated, two-way and regular communication is in place.
1 2 3 4 5
4. Sufficient resources are available to manage the change from planning to implementation (time, well-prepared people, money).
1 2 3 4 5
5. The target groups affected by the change have been involved, trained and metrics have been created to achieve acceptance of the change.
1 2 3 4 5

You got 0 points from a possible of 25.

Find out more how to further increase the likeliness of your project's success from our consultant.

Register your interest for a free 30-minute consultation.

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