Any new project, process, or technology an organization adopts requires people to do their jobs differently. Change management is the practice of helping people understand, accept, and embrace these new ways of working. It’s the human side of a technical solution.

Think of it like this: Project management ensures a new software is installed on time and on budget. Change management ensures employees actually use it, and use it effectively. Without that adoption, the project fails, no matter how well the technical side was handled. The goal is to minimize resistance and maximize the benefits of the change by supporting individuals through their personal transitions.

Successful change doesn’t happen by accident. It requires a structured approach that addresses all the critical aspects of a project. The Prosci Change Triangle, or PCT Model, is a simple but powerful tool that shows the three essential pillars of any successful initiative.

Let’s break down the three corners:

• Leadership/Sponsorship: This is the vision and authority behind the change. Leaders must be active and visible champions, explaining why the change is necessary and what it means for the organization.

• Project Management: This is the technical side. It involves designing, developing, and delivering the solution. Think budgets, deadlines, and resources.

• Change Management: This is the people side. It focuses on preparing, equipping, and supporting individuals to adopt the change successfully.

Organizational change is really just the result of many individual changes. If the people in an organization don't change how they operate day-to-day, then the organization itself hasn't truly changed. To manage change on a large scale, we first need to understand how a single person goes through a change.

The ADKAR Model provides a framework for this individual journey. It outlines five sequential building blocks that a person must achieve to make a change successfully. A person cannot move to the next stage until they've completed the one before it.

Here's what each stage means:

• Awareness: Do people understand why the change is necessary? This is the starting point. Without it, you get confusion and resistance.

• Desire: Once aware, do they want to support the change? This is personal. It answers the question, "What's in it for me?"

• Knowledge: Do people know how to change? This involves training and education on new processes and tools.

• Ability: Can they turn knowledge into action? This is where practice and coaching come in, helping people apply their new skills.

• Reinforcement: What is in place to make the change stick? This includes feedback, recognition, and celebrating successes to prevent people from reverting to old habits.

By addressing each ADKAR element for every person affected, you build momentum. The PCT model gives you the organizational structure for success, and the ADKAR model provides the roadmap for guiding your people through it.

Successfully navigating change is a critical skill for any organization. By focusing on both the project's structure and the people's journey, you set the stage for a smooth and effective transition.