Beyond ADKAR: Building a Comprehensive Change Management Toolkit
James V. Walker, SHRM–SCP?, PMP?
PhD candidate??MBA??Industrial-Organizational (I/O) Psychologist??Change Management Practitioner??Certified Agile Coach??PMI–ATP??Professor of Leadership??Human Capital Consultant
The Prosci Change Practitioner certification has carved out its niche in the change management industry, primarily due to its singular focus on the ADKAR model. While ADKAR is undoubtedly a valuable tool for driving individual change, its limitations become evident when compared to certifications like CCMP (Certified Change Management Professional) by ACMP or Change Management Registered Practitioner by APMG International. These broader certifications explore a variety of change models, offering practitioners a toolkit that goes beyond individual change and encompasses organizational-level change management.
Here’s the reality: if a handyman only has a hammer, every problem looks like a nail. Prosci's heavy reliance on ADKAR often feels restrictive. The industry isn’t one-size-fits-all, and situations involving VUCA (Volatility, Uncertainty, Complexity, and Ambiguity), for example, might be better addressed using other frameworks or hybrid approaches. While the ADKAR model provides structure, practitioners must often adapt to the unpredictable and interconnected challenges that VUCA environments bring.
As a scholar and doctoral candidate, I appreciate the academic rigor behind the origin of Prosci and ADKAR, but as a practitioner, I find it leaves more to be desired. Prosci could serve as an excellent stepping stone to certifications like CCMP or APMG’s offering—if only its price wasn’t so misaligned with its value proposition. Many experienced change management experts don’t even pursue it and instead focus on delivering results grounded in diverse methodologies.
When you consider slightly more affordable and robust options, such as:
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it becomes clear that there is no monopoly in the market.
A word on hiring: In my experience, most job postings don’t mandate certifications. For those that do, any respected certification—be it Prosci, CCMP, APMG, or another mentioned—will usually suffice. Hiring decisions often boil down to networks, recommendations, and proven success stories, rather than a specific piece of paper.
Prosci isn’t the only expensive framework-specific certification out there. The Kotter Core Change Management certification is another example of high cost for a narrow focus.
To truly grow as a change practitioner, it’s essential to expand beyond singular models and embrace a toolkit of diverse methodologies. The future of change management lies in adaptability, not rigidity.
#ChangeManagement #Prosci #LeadershipDevelopment # ADKAR #VUCA #ProfessionalGrowth
Organization and Talent Strategist
2 个月Your take on various change methodologies is spot on. I've been trained in a few methodologies and find that I add the most value when I pick and choose based on the situation, client, and timeline. I've had much success pulling in principles of Positive Psychology and Appreciative Inquiry, which is missing from various models. In my opinion, the ACMP is the most comprehensive and therefore most meaningful of all certifications.
Professor&Grad Program Director PMP? MPA PhD Disciplined Agile Coach ? DASSM? Change Management Institute Accredited Change Professional Specialist ? ??LFG??
2 个月Thank you for the rundown! The APMG courses are based on the Change Management BoK, written by the CMI. Passing these counts toward course requirements for applying for the Accredited Change Professional credential. Fwiw