Prosci’s 20 Conditions for Success in Change Management
Introduction
Prosci’s conditions for success in change management are a comprehensive set of factors identified through extensive research that help organisations achieve successful change outcomes.
These conditions are grouped into 5 categories, covering both the technical and people sides of change.
A Summary of 20 Prosci Conditions for Success:
A. Leadership and Sponsorship
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Condition |
Explanation |
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1. Active and visible executive sponsorship |
Senior leaders must champion the change throughout the process. |
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2. Dedicated change management resources and funding |
Allocate time, staff and budget specifically for change efforts. |
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3. Support from middle management |
Managers should actively support and advocate for the change. |
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4. Alignment between leaders and project teams |
Unified leadership ensures consistency in direction and messaging. |
B. Change Management Approach
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Condition |
Explanation |
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5. Structured approach to change management |
Use a proven, structured methodology |
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6. Scalable and adaptable strategy |
The change approach must fit the organisation’s size, complexity and culture. |
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7. Integrated with project management |
Change and project management should be aligned and coordinated. |
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8. Clear roles and responsibilities |
Everyone involved must understand their role in the change process. |
C. Employee Engagement and Participation
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Condition |
Explanation |
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9. Early and continued engagement with employees |
Involve employees from the beginning and throughout the change. |
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10. Two-way communication |
Provide regular updates and encourage feedback and dialogue. |
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11. Feedback and resistance management mechanisms |
Listen to concerns and manage resistance constructively. |
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12. Recognition and reinforcement of change |
Acknowledge individual and group contributions to sustain momentum. |
D. Training and Support
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Condition |
Explanation |
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13. Training tailored to specific needs |
Provide relevant learning opportunities based on job roles and new skills. |
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14. Coaching from supervisors and managers |
People managers help individuals move through the change process. |
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15. Access to support and resources |
Ensure help is available during and after implementation (e.g. help desks). |
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16. Reinforcement mechanisms to sustain change |
Use performance management, rewards and accountability to lock in changes. |
E. Measurement and Evaluation
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Condition |
Explanation |
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17. Defined success metrics |
Identify how change success will be measured (e.g. adoption, utilisation). |
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18. Tracking progress and performance |
Monitor and report on key change management indicators. |
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19. Feedback-informed adjustments |
Use real-time insights to improve strategies and plans. |
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20. Continuous improvement culture |
Apply lessons learned to improve future change initiatives. |
(main source: Prosci, 2025)