The Results You Want,

The Change You Need

We focus on results through people and impactful change

We partner with you to design and implement results-focused Change Management strategies.

We help to prepare your people to lead successful change.




What is Change Management?

Change and results are interwoven. To get the results you desire you need successful change.

Change management is the people side of organizational change—whether you’re implementing a new strategy and culture, system or process changes or responding to market trends like digitalisation. It focuses on ensuring that everyone who is impacted by this change embraces your new direction or adopts and learns to use your new systems and processes. 

Since 2017, Change Partners is an Affiliate Partner for Prosci® and the sole provider of Prosci® methodology and tools in the Baltic States and Finland (through Flow Consulting).

Prosci has developed a systematic and holistic change management methodology adopted by 70% of the world’s largest companies. It’s based on 20 years of industry-leading research and proven experience on what it takes to drive successful change.

Prosci Solutions


The most widely accepted change management qualification course in the world


Create an understanding at all organizational levels of their role in change and their abilities to carry out changes


Increase the success rate of your critical change projects and create a comprehensive system for managing changes

Change Management Impact on Your Organization


Employees feel surprised by change


  • Failed project results

  • Extended project schedules

  • Additional project costs

  • Low adoption and usage


Employees feel prepared, equipped and supported

  • Likely to meet objective

  • Likely to stay on schedule

  • Likely to stay on budget

  • Capture people-dependent ROI

Top Reasons Clients Choose Prosci

When you partner with us, you get access to globally leading tools and best practices and over 25 years of proven experience on what it takes to drive successful results.




Organizational change begins with managing individual change

Change is often a complex and difficult process—and it’s inevitable. The most commonly cited reason for project failure is problems with the people side of change. Yet organizations often invest more in the technical side of change than in leading impacted people through times of change.

The first step in managing any type of organizational change is understanding how to manage the change that a single individual is experiencing. Driving successful change in individuals and organizations requires new thinking, new models for change, and new tools.

The Prosci ADKAR Model is proven to help organizations achieve the greatest benefits from their change initiatives.


Prosci Methodology

Prosci has been on the forefront of change management research for more than 20 years. Prosci Methodology is based on the collective lessons learned by those implementing change across the globe. 


Change Partners OÜ

Woldemar Mayer building
Paldiski mnt 29, corpus B, 6th floor
Tallinn, Estonia 10612

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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.

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