The irony is that in 2021, Prosci updated it's entire methodology and tools, adding and updating measurement tools, identifying the need to understand not only the individual change impacts but most importantly, to understand all of the strategic reasons for standing up the project. In addition, new, completely inexperienced person taking the certification course is not qualified to lead medium and large change projects. They clearly present this in their certification training. Even for small, minimal risk projects should be teamed up with a more senior practitioner. I was glad to listen to your interview with Tim Creasy this year (2022). In the hands of an experienced practitioner Prosci and ADKAR as a framework and model of individual change can be used as effectively as any other, to enable effective change management for ERP, HCM, or digital transformations. I just delivered a full Oracle Cloud ERP with HCM and three M&A projects using Prosci and ADKAR. I could have used McKinsey 7S for the M&As but the organization felt that the investment was too great compared with the simplicity and completeness of Prosci with ADKAR.
Thanks for your thoughts and insights! I just took Prosci ADKAR training after years of not using it for change management and project engagements. I agree with some of your points about Prosci, especially around a lack of depth and breadth documenting impacts and overarching connections to business strategies/ performance. However, if you go through their cert I do think Prosci addresses several of the items you mention them not covering. It's pretty thorough! With anything, experience is absolutely needed to do this well as nothing will work perfectly and you need your own set of tools to adjust, analyze and get creative with solutions.
Sheesh! You packed an amazing punch in this one. I love your battle tested approach, as I also value tried and true experience over fresh certifications with the assumption of expertise. Subscribed.
No, totally disagree. You misunderstand completely the term "change management". When we talk about change management methodologies like ASKAR we address only the people side of things - all the rest you mention is included in project or program management. The first steps in project management are exactly what you state to understand the business value and benefits of the deliverables. And this can obviously then also be utilised by a change manager.
Sorry to inform you that I do not see the link for OCM in your comment as informed in your talk at 5:51 / 12:25. Can you please inform me where can I find this web link to download?
Hi Eric - I am a subscriber to your youtube content and find that the content and of course you are really insightful. You series on S/4 HANA and ERPs in general have been really compelling. One thing I would like to hear your thoughts on would be the integration with other business critical systems such as PPM, CRM etc. In my role I am looking at ways to create a integrated user environment for key processes such as NPI but dont often come across anything that describes the challenges in any way.
Thx I enjoy how you succinctly articulate the ideas.I did a prosci certification.whilst it was conceptually useful it dad lack more of the practical implementation tools around impact assessment.readiness or overall implementation
![What are the Most Commonly Selected and Implemented ERP Systems? [Global and Independent Ranking]](http://i.ytimg.com/vi/nK9reQlYuXM/mqdefault.jpg)
![If I Were Your Change Management Leader, What Would I Do? [How I Would Lead Your Change Team]](/img/n.gif)
The irony is that in 2021, Prosci updated it's entire methodology and tools, adding and updating measurement tools, identifying the need to understand not only the individual change impacts but most importantly, to understand all of the strategic reasons for standing up the project. In addition, new, completely inexperienced person taking the certification course is not qualified to lead medium and large change projects. They clearly present this in their certification training. Even for small, minimal risk projects should be teamed up with a more senior practitioner.
I was glad to listen to your interview with Tim Creasy this year (2022).
In the hands of an experienced practitioner Prosci and ADKAR as a framework and model of individual change can be used as effectively as any other, to enable effective change management for ERP, HCM, or digital transformations. I just delivered a full Oracle Cloud ERP with HCM and three M&A projects using Prosci and ADKAR. I could have used McKinsey 7S for the M&As but the organization felt that the investment was too great compared with the simplicity and completeness of Prosci with ADKAR.
This gentleman is surgical. I literally quoted him in a job interview last week for a CM role.
Thanks for your thoughts and insights! I just took Prosci ADKAR training after years of not using it for change management and project engagements. I agree with some of your points about Prosci, especially around a lack of depth and breadth documenting impacts and overarching connections to business strategies/ performance. However, if you go through their cert I do think Prosci addresses several of the items you mention them not covering. It's pretty thorough! With anything, experience is absolutely needed to do this well as nothing will work perfectly and you need your own set of tools to adjust, analyze and get creative with solutions.
Thank you for the thorough feedback, Caryn! I enjoy hearing feedback from people that have gone through the certification.
Sheesh! You packed an amazing punch in this one. I love your battle tested approach, as I also value tried and true experience over fresh certifications with the assumption of expertise. Subscribed.
Glad you enjoyed it!
No, totally disagree. You misunderstand completely the term "change management". When we talk about change management methodologies like ASKAR we address only the people side of things - all the rest you mention is included in project or program management. The first steps in project management are exactly what you state to understand the business value and benefits of the deliverables. And this can obviously then also be utilised by a change manager.
Sorry to inform you that I do not see the link for OCM in your comment as informed in your talk at 5:51 / 12:25. Can you please inform me where can I find this web link to download?
Hi Eric - I am a subscriber to your youtube content and find that the content and of course you are really insightful. You series on S/4 HANA and ERPs in general have been really compelling. One thing I would like to hear your thoughts on would be the integration with other business critical systems such as PPM, CRM etc. In my role I am looking at ways to create a integrated user environment for key processes such as NPI but dont often come across anything that describes the challenges in any way.
very nicely and effectively explained.
Thx I enjoy how you succinctly articulate the ideas.I did a prosci certification.whilst it was conceptually useful it dad lack more of the practical implementation tools around impact assessment.readiness or overall implementation
So you are talking about sth. you have tried and not thoroughly tested? Wow.
This is really good insight
Is it me or is he talking in circles.....you said change like a million times.
No - it's just over your head.