Prosci has been around since the 1990s and ADKAR is one of the most widely recognised change models in the world. If you have been through a Prosci certification, you know the framework is thorough. The question is not whether Prosci is good. It is whether a methodology framework is what you actually need right now, or whether a practical platform to track and manage your change delivery would serve you better.
Key statistics
43%
of change initiatives fail due to weak stakeholder management. Having a methodology does not automatically solve the execution and visibility problem
Source: Gitnux Change Management Statistics, 2026
32%
of change initiatives are clearly successful, regardless of which methodology was used. Execution and tracking matter as much as framework
Source: Gitnux Change Management Statistics, 2026
2.2x
higher project success rates are associated with mature change management practices, including structured tooling alongside methodology
Source: Gitnux Change Management Statistics, 2026
What Prosci is, and what it is not
Prosci is a research-based change management methodology. At its core is the ADKAR model, which describes the five outcomes an individual needs to achieve for a change to be successful: Awareness, Desire, Knowledge, Ability, and Reinforcement. It is a useful lens for understanding why people resist change and what they need to move through it.
What Prosci is not is a delivery platform. It does not track which stakeholders have been engaged, which impacts are being mitigated, where change is stacking up across your organisation, or whether your benefits are on track. Those things require a tool. Prosci gives you a framework for thinking about change. Delivering it still requires somewhere to manage the work.
Where Prosci works well
Prosci is a strong fit in a few specific situations. If your organisation wants to build internal change capability at scale and is willing to invest in certification training across a team, the structured programme has real value. If leadership has mandated a consistent methodology across all programmes and ADKAR is already embedded in how people talk about change, working within that language makes sense. If you are a consultant whose clients specifically ask for Prosci-aligned delivery, the certification adds credibility.
In those contexts, Prosci is not just adequate. It is the right choice.
Where it becomes a constraint
The challenge comes when the methodology becomes the deliverable rather than the means to an end. Prosci certification takes time and money. The tooling that comes with it is designed to support the ADKAR framework specifically, which means it does not adapt well if your organisation uses a different model or no formal model at all. And for a change manager working across multiple concurrent programmes under pressure, a heavyweight framework can add overhead at the point where you need speed.
The other limitation is practical visibility. ADKAR tells you where an individual is in their change journey. It does not give you a cross-programme view of where change is stacking up across roles, which benefits are on track, or how engaged your stakeholder groups are. That visibility requires a dedicated tool, whether or not you are using Prosci alongside it.
What theChangeTracker does differently
theChangeTracker is not a methodology. It is a platform built around a simple framework: the Change Triangle. Every change programme has a WHY (the benefits it is designed to deliver), a WHO (the people affected and how to engage them), and a WHAT (the specific impacts it brings to roles, processes, culture, and systems). These three things are connected in the platform. When you track an impact, you can link it to a benefit. When you add a stakeholder, you can connect them to the impacts that affect them. When you log a training session, it feeds the Saturation Tracker automatically.
This is methodology-agnostic by design. If you are ADKAR-trained, theChangeTracker does not ask you to abandon that thinking. It gives you a place to manage the delivery work that sits alongside it. If you use no formal methodology, it gives you a practical structure that does not require a certification course to understand.
Product approach
PRODUCT APPROACH
Built for delivery, not certification
theChangeTracker is designed for change managers and project managers who need to track and manage change delivery across one or more programmes, without methodology lock-in or certification overhead. Benefits, stakeholders, impacts, learning events, engagement activities, readiness assessments, and change agent sentiment all sit in one connected workspace. Free to start, no credit card required.
How they compare
| Area | Prosci / ADKAR | theChangeTracker |
|---|---|---|
| Primary purpose | Methodology and certification framework | Change delivery tracking platform |
| Learning curve | Certification programme required | Set up in under 3 minutes |
| Methodology | ADKAR-specific | Methodology-agnostic |
| Stakeholder tracking | Limited | Structured groups, linked to impacts |
| Saturation visibility | Not included | Live, by role, 8-week rolling window |
| Benefits tracking | Not included | Defined, Measuring, Closed lifecycle |
| Cost | Certification plus tooling costs | From free, Pro at £39/month |
| Best for | Organisations building certified change capability | Practitioners managing change delivery |
Try a different approach
theChangeTracker is free to start. No methodology required, no certification needed. If you are already Prosci-trained, it sits alongside that thinking. If you are not, it gives you a practical structure that works without it.
Sources
- Gitnux, Change Management Statistics: Market Data Report, 2026
- Prosci, ADKAR Model overview. Available at prosci.com