Why PROSCI Alone Isn't Enough to Drive Real Change

Change is hard. And anyone who’s led transformation efforts knows that frameworks like PROSCI offer an invaluable structure for guiding individuals through change. The ADKAR model – with its logical progression from Awareness to Reinforcement – provides a clear, research-backed path to individual adoption. Yet despite the widespread adoption of PROSCI and similar models, many change efforts still fall short. 

So what’s missing? 

Beyond Process: The Limits of PROSCI 

PROSCI is exceptional at helping people move through change on an individual level. It helps change teams create communication plans, develop training strategies, and manage resistance effectively. However, real organizational transformation demands more than process and templates. It requires a deep understanding of the systemic, psychological, and cultural dimensions of change. 

Here’s why PROSCI alone is not enough: 

• PROSCI focuses heavily on the individual, but often underestimates the power of group dynamics, identity shifts, and entrenched cultural norms. 

• It assumes that change can be logically planned and executed if the right communication and training are in place. But in reality, emotion, trust, and belief systems play a much greater role. 

• It doesn't fully address organizational change readiness – especially at a structural or leadership level. 

• Leadership involvement is assumed but often underdeveloped in practice. 

To drive real change, organisations must adopt a more holistic and adaptive approach that adds essential layers that address what traditional models leave out. 

1. Assess and Build Change Readiness 

Before any meaningful change can begin, you need to understand how ready the organisation is – psychologically and structurally.  

2. Develop Leadership Throughout the Journey 

In traditional models, leaders are seen primarily as sponsors. In reality, leadership must be developed intentionally and continuously – not just engaged at the beginning. 

3. Address the Psychological and Cultural Side of Change 

Most resistance to change is not logical – it’s emotional. People don’t resist change; they resist loss – of competence, control, identity, or security. The goal is not just change compliance, but change commitment. That means: 

• Focusing not just on adoption, but on belief and ownership 

• Creating space for real dialogue and feedback 

• Measuring not just behaviors, but mindset and culture shift 

The Future of Change Leadership 

Change is no longer a one-time project. It’s a continuous capability. Organizations that succeed will be those that invest in systemic leadership development, psychological readiness, and cultural alignment – alongside structured methodologies like PROSCI. 

At Openloop Solutions we provide a blueprint for this new era of change – one that moves beyond process and into true transformation.