Turning complex change into results.
We help organizations turn complex change into something people understand—so they can act with confidence and deliver results. Because that’s change done right.
Excellently managed transformations are up to 7x more likely to succeed.
Our decades of research shows that when people understand what’s changing, why it matters, and how to move forward, results follow.
Teammax and Prosci bring structure, clarity, and confidence to change—working with leaders, managers, and teams to drive adoption, build organizational readiness and enable transformation success.
The world is changing. Is your organization ready to navigate the change?
Without the full embrace of "people", no major strategy or advanced system can achieve its commercial value. Amidst the tides of business uncertainty, we stand with you to transform change challenges into sustainable competitiveness.
Four Core Challenges Enterprises are Facing Today:
🏢 Company Strategy
⚙️ Operating Efficiencies
⚖️ Regulations, Risk & Compliance
🎯 Customer Focus & Innovation
You define the technology and strategy; leave the "guiding employees through successful transformation" to us.
By combining Prosci’s globally renowned change management methodology, we support your management, project teams, and frontline employees. Whether you are facing regulatory challenges from geopolitics, the impact of AI technology, or organizational restructuring, we stand with you to mitigate transformation risks and ensure the successful implementation of change.
Three Strategies for Deploying Change Management Capability
The capability to effectively manage change is one of the most critical core competencies for any enterprise. Establishing organizational change management capability is distinct from implementing new systems or technologies; it is a fundamental transformation of organizational operations and leadership. This requires not only employees learning new skills and taking new roles, but also the organization adopting new methods for driving project changes and strategic initiatives. According to Prosci’s research, there are generally three different approaches for building change management capability within an organization.
Skill-centric
Skill-centric
The organizers of this approach typically possess backgrounds in human resources or training, particularly where the HR department aims to develop leadership to manage change.
The core practice of this approach involves developing and delivering targeted empowerment training based on different roles within the change (Primary Sponsor, People Manager, Project Manager, Change Management Practitioner, and impacted employees).
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Project-centric approach
Project-centric approach
This approach is typically implemented by the enterprise change management organizer “wearing the project hat“. This role has actual influence over the project and can drive the implementation of change management during project execution.
The core focus of this approach is the application of change management within specific projects. In practice, suitable pilot projects are typically identified through a series of assessment processes.
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Holistic approach
Holistic approach
The construction of enterprise-wide change management capability is typically initiated by top management and led by authorized departments with necessary resources, such as a Change Management Office, Center of Excellence, or Transformation Center.
This approach is centered around the 5 capability areas of enterprise change management—Leadership, Application, Competencies, Standardization, and Socialization—planning milestones and action plans to build these 5 capabilities for the future.
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Solutions to Help You Achieve Successful Transformation
Regardless of the strategy you adopt, Prosci—leveraging insights derived from over 30 years of change management practice and trends—develops methodologies, tools, and services that can be tailored to your organization’s current state, providing solutions that align with high-level change strategies.
Consulting Services
Our experts are dedicated to listening to, understanding, and guiding you toward successful change; they will accompany you throughout the process.
Methodology and Tool
Our proven change management methodologies enable you to master the processes, models, and tools required for successful change.
Research and Insights
With over 30 years of insights about change management practices and trends, we help you achieve successful transformation.
Training and Certification
Through our courses and certifications, we empower your team to enhance their professional capabilities while driving change.
Economic benefits of building change capability
By establishing internal change management capability, enterprises can handle more changes at a lower cost, with greater speed and effectiveness. As internal capabilities increase, reliance on external consultants decreases, and the return on investment generates a compounding effect over time.
The following is a comparison of three investment models for building change management capability:
1
Internal Change Practitioner Development Model
Relying on a small number of internal, dedicated change management practitioner to drive individual, independent projects.
2
Comprehensive Change Capability Building Model
Combining training, coaching, consulting support, and tool licensing to comprehensively enhance skills from executives to front-line employees.
3
External Consultant Engagement Model
Hiring external experts to plan and execute change management solutions.
Download E-book: “Why Building Change Capability is a Smart Investment?”
Path for building change management ability
Building change management capability transforms change management from “ad-hoc response” into a “replicable system.” Prosci’s research shows that projects with excellent change management are seven times more likely to succeed. Through training, education, and methodology standardization, you can enhance the capabilities of sponsors, people managers, and teams, reduce resistance and resource waste, and consistently deliver on strategy and ROI.
ECM
Current State
How are we managing change today?
Your change mangement maturnity?
| Level 5 | Internalized as an organizational capability |
| Level 4 | Designated as an organizational standard |
| Level 3 | Applied across multiple projects |
| Level 2 | Used only in individual projects |
| Level 1 | Lacking or ad-hoc management |
ECM
Transition State
How do we get to the Future State?
5 Competency Areas ADKAR Reinforces
ECM
Future State
How do we want to manage change?
Your Expectation stands in the Future
VISION
GOALS
METRICS
Free Consultation
Our consultants can provide the following complimentary services to help you understand how to build change capability, or to assess your current state during the initial phases of your project or ECM implementation, providing recommendations for driving change management within your organization.
Business Consultation
Whether you are looking for certification programs for personal growth or exploring customized change management solutions for your organization, we are ready to listen and provide professional recommendations:
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Certification programs , training arrangements, schedules, and registration inquiries
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Advanced certifications (PCACP) and extended learning paths
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Available advisory services and collaborations
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Enterprise customization process and programs
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Change management tool application, subscription and licenses
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Payment, invoice, other administrative issues
- Any other inquiries
If you have any questions about the above services, or if you need further assistance, please fill out the form below to contact us.
PCT Project Health Assessment
Project success starts with a clear definition of project goals, alongside the effective execution of leader sponsorship, project management, and change management. Using the PCT assessment, our consultants help you quickly evaluate your project’s health and identify potential risks.
Key Assessment Areas:
- Success – The definition of project success.
- Leadership/Sponsorship – The direction and guidance of the project.
- Project Management – Addressing the technical side of change by designing, developing, and delivering solutions to solve problems or address opportunities.
- Change Management – Addressing the people side of change to ensure people engage with, adopt, and use the solution.
Enterprise Change Management Maturity Audit
Change management is a core competency for any enterprise. Does your organization possess the capability to navigate continuous change? Before implementing Enterprise Change Management (ECM), you can use a change management maturity audit to assess your organization’s current level of capability and develop an improvement roadmap across five key competency areas.
Key Assessment Areas:
- Leadership
- Application
- Competencies
- Standardization
- Socialization
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