Ready to transform your change management process? Change isn't just about systems—it's about people. At Prosci, we align technical and human aspects to ensure success. Our Unified Value Proposition (UVP) model acts as "change management on a page." Understanding the reasons for change sets the stage for aligning both the technical and people sides of change. The UVP model encapsulates this by providing a clear framework that guides organizations through the stages of change—Current State, Transition State, and Future State—ensuring a comprehensive approach to achieving successful outcomes. But the UVP model is only one part of the Prosci Methodology. Explore our blog to learn more about how to structure the change management process models and empower your teams: https://lnkd.in/emkt4bwS #prosci #changemanagement #changeprocess #organizationalchange #transformation
Vortex Change
9mo
Great illustration. The two dimensions need to be aligned at all time. We strongly believe, the PM and CM should work hand in hand on the same platform.
Cara Doud
8mo
I use this graphic in all of my early awareness slide decks. My leader calls it the money slide. This visual quickly tells a story to the audience. Use it.. use it often and you will see what I've seen.
Sanket Pithadia
9mo
Sustainable change happens when Technical Upgrades go hand in hand with People Upskilling to enhance overall processes.
This is a nice way to depict change for the more technically minded stakeholders.
Yusuf Ali
8mo
Building a bridge isn’t the goal, getting people to cross it is. That’s the essence of the UVP Model, it ensures change isn’t just about structures and systems (the technical side) but also about guiding people across with confidence (the people side). Because real success isn’t launching change, it’s making sure people embrace it.
Robert Rutter
8mo
Really useful model for change, I'll be adopting this with our digital transformations we've got in the not too distant future in our service. Thanks
Still great one!
Beverly Dickson
9mo
Interesting
Your change keeps failing, people resist, adoption lags, engagement drops. As a Doctor of Transformation, I help organisations fix this with Personal Change Management | CEO, SCARED SO WHAT® | TEDx | Author
9moI am a huge fan of ADKAR and Prosci's methodolgy. In my research and studies, I can see that the process flow supports the organisational aspect of change management very well. That said, there are opportunities on the People Side of change to help the individuals process change for themselves as a first stage. Engage by itself needs to take into account that people have the ability to accept change, reject change, and also be in confusion about the change. This has to be fully explored to ensure that the leadership supporting the change, uncovers where everyone is at. Who is onboard, who isn't, and who is confused or concerned? Engage further to ensure everyone's personal perception of the change is uncovered. And then, what will they or can they do about the change? Will they be supportive, neutral, or are they disengaged? The people side of change is becoming a much larger construct itself and must be mapped out as the starting point / foundation to build upon. Once everyone is included, then process flow the change through with ADKAR. #ADKAR and #Scaredsowhat used together.