It's Pro-sigh, for those acquainted with the reputable change management qualification. But the question I get asked more often is whether you actually need it.
Prosci's name comes from combining "professional" and "science". It was established in 1994, when founder Jeff Hiatt compared two projects of a similar technology nature. One had failed and one had succeeded. The difference? The people side.
In 2023 the course was a three-day change management qualification recognised in over 4,500 organisations.
So do you need it to be a successful Change Manager? Will hiring managers look favourably on it? I asked two clients from prestigious organisations.
Client one: "not the most important thing"
When hiring, how important is Prosci accreditation?
I don't feel the accreditation is of the utmost importance. Over the past few years I've interviewed a significant number of Senior and Change Managers from a range of industries, some with the accreditation and some without. Their overall ability varies, not because of the accreditation, but because of their own willingness to drive change through strong engagement with stakeholders.
What I look for is the ability to connect with others and understand how they're feeling, a willingness to take them on the journey, and a real effort to understand the mechanics of the organisation.
What are the key benefits of doing Prosci?
Here's a slight contradiction. For people with a deep interest in helping others through change, Prosci provides a structured approach. ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement) is simple in its terminology and easily used with stakeholders, taking them from acknowledging the need for change all the way to having the skills and behaviours to implement it. It gives you insight into what motivates people and the behaviour that drives that motivation.
Client two: "It's a minimum requirement"
When hiring, how important is Prosci accreditation?
It's a minimum level requirement for the change people we employ. All our team are Prosci certified. But if someone had a university degree in change and no Prosci, I wouldn't automatically not interview them. It gives us a base skill set. It's the same as Prince2: all our team do it, but they don't necessarily follow it.
What are the key benefits?
A formal, researched methodology to follow, an understanding of the science behind change management, and a set of tools to use. Plus their best practice research is amazing.
What both clients agreed on
Both highlight the same benefits: a structured approach and a formal methodology. Both see Prosci as a worthwhile qualification for providing a base skill set. That can help a new entrant, a career changer or someone broadening their toolkit. It wouldn't compete with years of practical change experience or a university qualification in change.
So, should you do it?
- If you're starting out or changing careers: it gives you a recognised framework and a base skill set to build on.
- If you're already experienced: it won't replace your track record, and one hiring manager says stakeholder skills matter more.
- If you're hiring: treat it as a signal of base skills, not proof of ability.
- If you're weighing other routes: the Change Management Institute offers an international accreditation based on your experience in delivering change.
I first wrote about this topic in 2023. I've asked around since, and the views from hiring managers haven't shifted: it's a useful base skill set, not a substitute for track record.
Have you got your Prosci? How has it helped you? I'd love to hear your view.
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