Change practitioners are a diverse group. Some focus their change management skills on important projects to improve project outcomes. Others lead teams through the changes happening at their organizations. While still others facilitate Prosci change management programs within their organizations. …
This edition presents emerging trends in change management, changes that have occurred, and the future direction of the discipline.
For many organizations, the human resources (HR) function is shifting from being a tactical function to a strategic partnership—with HR professionals having a seat at the table and helping the organization make decisions about products, functions, roles and other critical …
How can we confidently engage with sponsors to deliver the coaching necessary to ensure project success?
Success stories offer tremendous opportunities to learn from other change leaders.
The objective of the plans is to support impacted individuals and groups to move through their ADKAR journeys effectively and enable them to adopt and use a change. Practitioners develop change management plans during Phase 2 of the Prosci 3-Phase Process.
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Do you have a primary sponsor named for your project but lack the true sponsorship support you need to succeed?
变革往往是一个复杂而又困难的过程。在其他人和整个组织中领导成功的变革需要新的思维和新的工具。 Prosci ADKAR模型是组织领导者、变革经理和项目经理有效领导各种变革的宝贵框架。ADKAR 的透镜揭示了影响成果变革的关键概念和实现这些概念的可操作的洞察力。
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