We are a professional and progressive project and change leadership team.
We manage a wide variety of projects and changes in several industries.

Together with the clients we deliver and enable solutions and implement organizational change, 

which improves our clients’ competitive edge that transcends organizational inertia. 

We make things happen!

Why I chose to focus on both Prosci and Kotter:

Kotter Change Management and Prosci Change Management are two widely recognized change management methodologies that help organizations navigate and implement successful changes. While they share similar goals and principles, there are some key differences between the two. Here's a comparison of Kotter Change Management and Prosci Change Management:

1. Background and Approach:

   • Kotter Change Management: Developed by John Kotter, a renowned change management expert and Harvard Business School professor, Kotter Change Management focuses on an 8-step process for leading change. It emphasizes the importance of creating a sense of urgency, building a guiding coalition, and fostering a culture of continuous change.

   • Prosci Change Management: Prosci is a research-based approach to change management that originated from the Prosci research corporation. It is built on the ADKAR model, which focuses on five key elements: Awareness, Desire, Knowledge, Ability, and Reinforcement. Prosci emphasizes the importance of individual change and provides a structured framework for managing the people side of change.

2. Change Management Process:

   • Kotter Change Management: Kotter's 8-step process includes steps such as creating a sense of urgency, building a guiding coalition, developing a vision and strategy, communicating the change, empowering employees, generating short-term wins, consolidating gains, and anchoring the change in the organizational culture.

   • Prosci Change Management: Prosci's methodology follows a 3-phase process: preparing for change, managing change, and reinforcing change. It involves activities like conducting impact assessments, creating change management plans, building sponsorship and support, and engaging and enabling employees throughout the change process.

3. Focus:

   • Kotter Change Management: Kotter's approach emphasizes the overall change process and the role of leadership in driving change. It focuses on creating a sense of urgency, aligning people behind a common vision, and mobilizing them to implement the change.

   • Prosci Change Management: Prosci places a strong emphasis on the people side of change. It focuses on understanding individual and organizational change dynamics, managing resistance, and helping employees transition successfully through change.

4. Tools and Resources:

   • Kotter Change Management: Kotter's approach provides a framework for change management and nowadays offers also tools or templates. It isconcept-driven and requires customization to suit specific organizational needs.

   • Prosci Change Management: Prosci offers a comprehensive suite of tools, templates, and resources that support change management implementation. This includes assessments, communication templates, coaching guides, and training materials, which can be readily applied in different change initiatives.

5. Research and Body of Knowledge:

   • Kotter Change Management: While Kotter's approach is widely recognized and has influenced the field of change management, it is backed by extensive empirical research and an emerging dedicated body of knowledge.

   • Prosci Change Management: Prosci has a strong research foundation and maintains a dedicated body of knowledge on change management. It conducts regular studies, publishes research findings, and offers training and certification programs to support change practitioners.

In summary, Kotter Change Management and Prosci Change Management both offer valuable frameworks for managing organizational change. Kotter's approach focuses on leadership and the overall change process, while Prosci emphasizes the people side of change. The choice between the two depends on the specific needs and context of the organization and its change initiatives.