Change management is a critical discipline in the successful adoption of SAP implementations and transformations. Given the complexity and scope of SAP projects, effective change management ensures that business users and stakeholders embrace new processes, systems, and organizational shifts. Various change management models and methodologies provide structured approaches to guide organizations through change. Among the most widely recognized frameworks are ADKAR and the Prosci Methodology. This article explores these models, their principles, and how they apply within the SAP landscape.
SAP implementations impact people, processes, and technology. Without managing the human side of change, projects risk low user adoption, resistance, and failure to realize expected benefits. Change management aligns project goals with user readiness, communication, and training to ensure smooth transitions.
Developed by Prosci founder Jeff Hiatt, the ADKAR model focuses on individual change and is an acronym representing five sequential building blocks necessary for successful change:
ADKAR helps managers identify where individuals are in their change journey and tailor interventions accordingly.
Prosci’s broader methodology integrates the ADKAR model within a project lifecycle and consists of three phases:
The methodology emphasizes sponsorship, communication, and active stakeholder engagement throughout.
Prosci tools, such as Change Impact Assessments and Sponsor Roadmaps, help project teams plan and execute change initiatives effectively.
While ADKAR and Prosci are widely used, other models may complement SAP projects:
Effective change management is vital for the success of SAP initiatives. Models like ADKAR and the Prosci methodology provide practical, human-centered frameworks that guide organizations through the complexities of change. By embedding these methodologies into SAP project lifecycles, businesses can enhance user adoption, minimize resistance, and maximize return on their SAP investments.