Enabling a UK public sector organisation to respond better to a variety of challenges

Step 1: Discussing and Establishing the Objectives

The client had already created a five-year development programme in 2016 looking at how they could better harness the expertise and talent of their employees. In addition, the client had had been working with another company to build a relationship, and therefore the calibre and experience of the Prosci Europe brand was well-understood when Prosci Europe became involved.

Step 2: Empowering the Leaders

The first step was to enrol the director of the programme and their team of seven business team leaders on our Prosci® Change Management Practitioner Certification Programme. During the three-day course, the client recognised the critical importance of having effective, active and visible participation by senior leaders in the change effort, and saw the potential for these practices to be enacted by their own senior team. 

Step 3: Enacting the Support of the Sponsors

As a result, we delivered an interactive one-day Prosci Sponsor Briefing for the organisation’s executive board. The leaders gained an appreciation of the impact of change Management on key results and learned a practical framework for being a highly-effective sponsor.

Feedback from the classroom and the wider organisation is overwhelmingly
positive and continues to inform the design and direction of the organisation’s ongoing work with Prosci Europe.

Step 4: Introducing a Practical Tool to Line Managers

We also lead a session for a cohort of line managers (people managers) to support their understanding of their pivotal role at times of change and to introduce them to Prosci’s ADKAR model as a practical tool to help them better prepare, equip and support their respective teams of people encountering multiple change initiatives. 

Step 5: Cascading Change Management Training Internally 

Following the success of these training workshops, the organisation invested in a Prosci enterprise licence, which gave it the freedom to deliver their own customised training to build change competencies at all levels of the organisation.

Step 6: Integrating the Training Within the Organisation’s Leadership Development Programme

Prosci Europe then designed two bespoke development workshops for team members of the organisation who had been identified as aspiring leaders, Also attending were the managers of these aspiring leaders. These workshops now form part of the organisation’s modular leadership development programme.

  The Results

Not only is the organisation now approaching change as an opportunity rather than a challenge, a member of the team is reinforcing the learnings by delivering high-quality virtual ADKAR awareness-raising sessions throughout the organisation. In addition, the achievements made by the organisation in the area of change have resulted in them being recognised in the UK public sector as a leader for Change Management.