Change is essential to maintaining competitiveness in the business environment today. However, resistance to change can be a significant barrier. This is where the popular, simple, and practical PROSCI model for change management comes into play. According to Prosci, there are three stages in the process of change: the Current State, which is the comfort zone, the Transition State, where change is occurring; and the Desired Future State, where the change is realized.
At the start of your change journey, the future is vague and unclear, and it’s human nature for people to shy away from change and unfamiliar new experiences. The problem can escalate due to poor communication and a lack of understanding of the reasons for change and why it is essential to the organization’s success.
Turning resistant groups into keen supporters has a key positive impact on your project’s performance, outcome, and overall success. Using the PROSCI model can help you understand the human side of change resistance and navigate and mitigate opposition. Here are the five key steps outlined by the PROSCI model for an individual to implement change successfully:
1. Awareness: Communicate the Necessity for Change
Raising awareness of the need for change is the first step in the PROSCI methodology. Individuals oppose what they don’t comprehend. As the project manager, you have to explain in detail the necessity for change. This entails outlining the difficulties that now exist, the advantages of the change, and the possible drawbacks of not changing.
2. Desire: Encourage the Desire to Be Part of the Change
The next stage is to cultivate a desire to support the change after awareness has been created. This entails answering each stakeholder’s “What’s in it for me?” question. It is essential to comprehend each person’s motivations and worries.
3. Knowledge: Offer Education and Training
Having a desire to change is insufficient if people do not understand how to implement the change. The third phase is all about providing people with the knowledge, training, and abilities they need to carry out the transformation.
4. Ability: Allow Employees to Apply the Change
Being knowledgeable is not the same as being capable. The fourth step is allocating the required resources and eliminating any impediments to the change’s execution.
5. Reinforcement: Maintain the Change
Making sure the change is maintained and reinforced throughout time is the last stage. If there is no reinforcement, the change effort might not succeed since old behaviors might return.
Remember: resistance is a natural response to change. However, we are able to manage the intensity, cost, and length of resistance. The PROSCI model is useful for determining the success of any organizational change. By implementing the PROSCI model’s five steps, project managers can effectively manage and overcome resistance to change. Keep in mind that constant team engagement, support, and communication are essential for overcoming resistance. Adopting these tactics increases the likelihood that your change projects will be successful and creates opportunities for better project results and benefits realization.