Results and outcomes from workplace changes are inextricably tied to individual employees doing their jobs differently. When you apply change management to projects and initiatives, you enable employees to adopt changes more effectively, which helps you realize the business objectives you set out to achieve. Change management is about helping the people at the heart of those changes, bridging the gaps between project solutions and results through our collective efforts as change leaders.
The data is clear, even when organizational changes meet technical requirements and milestones, they can still fail to deliver results and benefits. What’s missing? Change management.
Organizations that embrace change management are more likely to achieve project objectives, stay on or ahead of schedule, and stay on or under budget.
How do we anticipate, plan for and address resistance? What do we do when we encounter genuine and constructive resistance? What kind of resistance should we expect from impacted groups? These questions and more are addressed in the Managing Resistance to Change study.
The nature of change today requires organizations to act on it with focus, speed and agility. Let’s talk about the best approach for you.
You may already know the ABCs of sponsorship. And you might also know that the number-one contributor to change success is having an active and visible sponsor. But do you know what not to do when sponsoring a project?
This webinar will help you develop your project and change management plan to institutionalize change management as a fundamental competency across your business. After all, failing to treat this effort as a project and a change is one of the most common mistakes change managers make.
The Core of Prosci is Research. The combination of curiosity and end user research is the foundation of Prosci. This article explores how Prosci has built the largest body of knowledge on managing the people side of change to deliver organizational results.
The Core of Prosci is Research. The combination of curiosity and end user research is the foundation of Prosci. This article explores how Prosci has built the largest body of knowledge on managing the people side of change to deliver organizational results.
Leading the change to remote work requires managers to support teams in new ways. Use our free worksheet to make sure you fulfill all five key roles of CLARC.
We’ve summarized the ideas from these sessions into three quick-start guides with immediately actionable tips and direction to support you as you tackle these challenges: Excelling as a remote contributor，Seamlessly shifting mindshare, energy and focus as a nimble contributor, Mobilizing a virtual change agent network.
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