In order to be successful in today’s fast-changing economic climate, organisations need to build upon change management competency. The fact is that business results are achieved when employees and management are well-equipped to handle future changes. It is therefore important that your business becomes adept at handling and adapting to change.

Change Systems have augmented our change management approach and methodology, based on our practical experience in the market. Our approach and methodology is grounded on Prosci principles. We are a primary Prosci Affiliate in Africa.

Why Prosci?

Prosci is a world leader in change management research and is a torch bearer in business process design. It is also the principal provider of re-engineering, change management benchmarking information, and toolkits.

Research behind the ADKAR Model

In 1998, the ADKAR model was first published by Prosci and is now a well-known change management methodology which has been successfully adopted by businesses worldwide. This methodology is based upon extensive research which has included 2,600 participants and has been carried out over the past 14 years. Project leaders and teams have contributed to the development of this successful methodology and have shared their experiences regarding what works, what does not, and what needs to be done for effective change management.

This has helped to develop a rich knowledge bank that can be utilised by any organisation for its success.

A Product of Collective Experience

Prosci’s change management methodology comprises of collective lessons learned by people across different business domains throughout the world. It is easy to use and is holistic in nature. The tools, processes, and assessments done as per the methodology can be customised according to business requirements of an organisation.

Developing Internal Strength

Companies can efficiently utilise the methodology given by Prosci to develop its internal skill set for change management. The ADKAR model is a proven exemplary for individual change management. It also provides structured steps from an organisational perspective for valuable change management among project teams. In order to be capable of continuously adapting to changes in the world of business, organisations need to keep re-evaluating their structures, competencies and feedback as well as leadership metrics.

We urge you to consider and implement the points discussed in this article. If you are uncertain about how to get started or how to apply it to the specific challenges in your own organisation, please contact us ( and we will be happy to provide some further guidance.