How can you adapt the PROSCI change management framework to different departments?

Vamos lá, essa é fantástica! Precisamos conhecer as pessoas e suas dores, para ent?o sermos efetivos em nosso plano de a??o: 1) Ouvir os stakeholders envolvidos 2) Planejar a comunica??o por personas (departamentos) , utilizando o modelo ADKAR da Prosci. 3) Preparar a lideran?a para a mudan?a e alinhar com eles o plano de a??o, papéis e responsabilidades. 4) Termos objetivos e indicadores de medi??o de resultados bem claro e definidos 5) Executar o plano de a??o (comunica??o, capacita??o, vis?o,etc) 6) Medir os resultados e ver se precisamos ajustar o plano 7) Modelos importantes para aplicar junto é o PDCA, GUT,etc.

The Prosci Methodology is a structured, adaptable, and repeatable approach designed to enable the people side of change within organizations. It provides practical tools and best practices for managing individuals and processes during organizational transitions. Let’s break down the key components: PCT Model: This framework establishes and connects critical aspects of successful change efforts. It involves a shared definition of success with leadership, project management, and change management. The PCT Model ensures that change management encourages individuals to embrace, adopt, and utilize required changes. ADKAR Model: A highly effective model that guides individuals through the essential elements needed to make a successful change.

Engage the departments leaders by aligning the benefits of the change project/initiative to their own goals (or wider organisations strategy and goals).

The PROSCI change management framework can be adapted to different departments in an organization through the application of specific principles and techniques that take into account the unique needs, cultures and challenges of each department. Regarding the involvement of department leaders, this is essential to successfully adapt the PROSCI change management framework. Department leaders can provide a clear vision of the department's goals and priorities, as well as identify the resources and support needed for change. Additionally, each department will have key stakeholders who can influence the success of the change. Identifying and actively engaging these stakeholders can help gain support and adoption of change within the department.

The ADKAR Model is a fundamental component of the Prosci Methodology for managing change. Let’s delve into it: Awareness: Individuals need to be aware of the change and its significance. This involves understanding why the change is happening and what it means for them. Desire: Creating a desire for the change is crucial. People must feel motivated and willing to embrace it. This step involves addressing any resistance and fostering a positive attitude toward the change. Knowledge: Providing knowledge about the change is essential. Individuals need information on how to adapt, what actions to take, and what resources are available. Knowledge empowers them to navigate the change effectively.

Engaging key leaders early and often sounds simple and can be overlooked. Executing this effectively is often far from easy. The reality is that leaders you are trying to engage “early” either (1) don’t have the capacity to meet (other priorities), (2) don’t see your initiative as important enough (regardless of other priorities or capacity), and/or (3) don’t see the urgency since it is, after all, “early”. In these cases, you need to critically consider how to get their attention and perhaps, influence them with the help of other influential leaders. Or, perhaps your initiative simply doesn’t align with their priorities (this then is a problem that’s bigger and likely beyond your scope as a change leader).

Prosci offers a comprehensive methodology for managing organizational change. Let’s align your department’s processes with the key components of the Prosci Methodology: PCT Model: This framework establishes and connects critical aspects of successful change efforts. It involves shared definitions of success with leadership, project management, and change management. Ensure that your department’s processes align with these key stakeholders and their understanding of success1. ADKAR Model: A highly effective model for guiding individuals through the necessary elements to embrace change. Assess whether your department’s processes address the following ADKAR elements: Awareness: Are employees aware of the need for change.

Adapting the PROSCI change management framework to different departments involves tailoring strategies to fit each department's unique culture and needs. For example, in a highly structured department, clear communication channels and formalized change processes may be crucial. Conversely, in a creative department, fostering open dialogue and encouraging innovation can facilitate smoother transitions. In my experience, understanding and respecting the existing culture of each department is key to successfully implementing change management practices that resonate with employees and drive positive outcomes.