The Heart of Change: Why Your Employees Might Hate Your Brilliant Plans
Hey change agents, let's get real about why people roll their eyes when you announce a shiny new initiative. It's not just because they're allergic to progress; it's because a lot of "change management" forgets one crucial ingredient: the humans.
That's where those change-experts at Prosci and the process-loving folks behind the 5M method come in. Both want your change projects to succeed, but they've got seriously different ideas about how to get there.
Prosci: It's All About the Feels
Prosci knows change is personal. They believe it happens one employee at a time. Their secret weapon is the ADKAR model – Awareness, Desire, Knowledge, Ability, Reinforcement. See, before you can do the new thing, you gotta understand it, want to do it, and actually know how.
It's like those mandatory trainings where they dump a mountain of info on you and expect you to magically be an expert. Guess what? Your brain rebels. Prosci knows this. They focus on getting people emotionally invested, not just technically competent.
5M: Get Things Done, People Will Follow
Then we have the 5M method – Measure, Monitor, Mobilize, Manage, and Motivate. It's all about process, checkboxes, and getting that project across the finish line. 5M figures if you make a solid plan, communicate what needs doing, and track progress, people will fall in line.
Think of it like building a house. You wouldn't start throwing up walls without a blueprint, right? 5M is all about that architectural precision.
So, Which Is Better?
Honestly, it depends. Let's say you're rolling out a new timekeeping system. People hate the old one, the new one's intuitive – a bit of 5M planning and communication might be all you need.
But what if the change is massive? Say, restructuring your entire sales department? That's gonna hit people where it hurts – their jobs, their identities, their sense of security. That's where Prosci shines, getting people through the emotional hurdles so the actual change has a fighting chance.
The Bottom Line
Change ain't always pretty. People are complex. Prosci gets that, digging into the why behind resistance. 5M is your go-to for the nuts-and-bolts, keep-it-moving execution. The smartest leaders know when to use which, and maybe even a bit of both.
Next time, we'll look at whether you really need a whole change blueprint or if just winging it with a few checklists might work just fine.
