AI Powered Change Management Process Software
Instantly implement best practice processes
Assess, track & measure change progress
Save time, reduce costs & get better results
Instant AI-powered change management processes and workflows help you create and implement your change projects 10x Faster with 10x Impact. All designed by the world's top change management experts.
Change Management Software Modules
Use individual process apps or integrate into your own custom workflows and solutions.
Change Management Process
The Change Management Process provides the ability to manage a single change project instantly, out-of-the-box. Use proven tools and templates from the most widely used organizational change and transformation processes to define and run your change project. Walk through a clear step-by-step process by filling out best practice templates that allow you to define your project, align stakeholders, engage people in the change, and support the change over time.Learn More »
Coaching Management Process
The Coaching Management app delivers a simple yet powerful way to manage coaching clients, defining and organizing coaching objectives and goals for each client, and tracking overall progress of individual clients and the overall client base. Use the application for management development, leadership development, or personal development coaching.Learn More »
Action Item List
An Action Item List is a simple tool for tracking tasks, owners of tasks, and the time frame that tasks need to be completed during a project.Learn More »
Benchmarking
Benchmarking is the process of comparing an organizations performance to those of the top standards in the industry, which can be another organization within the industry or an organization in another industry that operates at the level that the industry is hoping to achieve.Learn More »
Burning Platform
A Burning Platform is a metaphor used to explain the necessity of change despite the fear of the unknown consequences. This metaphor was derived from the fatal explosion of an oil drilling platform in which one survivor had to chose to jump into a sea of burning oil rather than burn on the platform. This metaphor serves to describe a situation in which action (i.e., costly change) is required and maintenance of the status quo is no longer an option as doing so would be even more harmful.Learn More »
Change Magnitude Assessment
A Change Magnitude Assessment is a technique employed by business leaders to analyze the impact of a specific change management initiative on an organization and the readiness of that organization to undergo a change management initiative based on data gathered about previous initiatives.Learn More »
Change Management Maturity Model
The Change Management Maturity Model describes the level of ability that an organization has to change. The maturity model provides a change management approach that is specifically tailored to the organization’s change capability level. The levels range from 1 (no change capability) to 5 (competency to change). As the levels increase, specific strategies outline how to handle different groups of individuals within the organization who are affected by the change.Learn More »
Change Management Roadmap
A Change Management Roadmap is a method used to systematically plan an effective strategy for organizational change. A roadmap can be applied to any change management initiative (e.g., product development, production, operations, etc.). Creating a “roadmap” is typically best utilized after a change management team has identified and garnered support for the need to implement a change initiative. The roadmap is used to create a feasible and efficient plan for execution.Learn More »
Change Risk Assessment
A Change Risk Assessment is one possible method to evaluate the risk associated with a particular change management initiative. Change Risk Assessments prevent the organization from being negatively affected by damaging aspects of a change program or changes that prevent individuals from doing their jobs.Learn More »
Communications Plan
A Communications Plan outlines the ideas that will be communicated during a change management program. The goal of a communication plan is to clearly delineate the aspects of the change program that need to be shared with key stakeholders.Learn More »
Customer Persona
A Customer Persona is marketing tool used to project and illustrate, in graphic form, an individual’s lifestyle habits, preferences, motivations, demographic background, and other key personality traits that are based on customer research and are intended to represent a broader customer segment of great importance to the company.
Five Whys Process
The Five Whys Process provides business leaders and managers with a simple and easy to understand methods used in the Analyze phase of DMAIC (Define, Measure, Analyze, Improve, Control) within the Lean Six Sigma process.Learn More »
GE Change Acceleration Process (CAP)
The GE Change Acceleration Process (CAP) model was created out of research done by General Electric which resulted in the realization that even projects with a high degree of technical expertise, without consideration of cultural factors, will fail. It is interesting to note that the team used a multiplicative equation for this model: The Effectiveness (E) of any initiative is equal to the product of the Quality (Q) of the technical strategy and the Acceptance (A) of that strategy, (E=Q*A).Learn More »
Issue Tracker
An Issue Tracker is a management tool for tracking incoming issues, often related to a customer support center or software development program.Learn More »
Kotter’s 8-Step Change Model
Kotter’s 8-Step Change Model is an eight step process that assists managers in implementing successful change programs in their organizations. The eight steps include: create urgency, form a powerful coalition, create a vision for change, communicate the vision, remove obstacles, create short-term wins, build on the change, and anchor the changes in corporate culture. Learn More »
Lewin's Change Management Model
Lewin’s Change Management Model is a framework that describes that the reason for change must be fully understood by employees before any change can actually occur. This is because individuals will be more motivated to enact a change when they are aware of why it is necessary. Lewin’s Change Management Model lays out three steps – Unfreeze, Change and Refreeze – which help to ensure that a change will be maintained in the future.Learn More »
Mission Statement
A Mission Statement defines the fundamental purpose for why a company exists and may include aspects of the organization’s scope and values.Learn More »
Plan of Record (PoR)
A Plan of Record (PoR) is an approved plan by senior leadership that illustrates an organization’s prioritized initiatives and projects. These initiatives should be in direct alignment with the operational plan that supports the organization’s annual goals and objectives.Learn More »
Project Portfolio Timeline
A Project Portfolio Timeline is a tool that can be used to visually plan a series of projects at the same time and provide a broad overview of all the projects happening in an organization at any given time.Learn More »
Project Scorecard
A Project Scorecard can be used to assess the risk and complexity of a project. A scorecard also indicates how efficient and successful the project is based on various criteria like return on investment or cost containment.Learn More »
SMART Performance Metrics
SMART Performance Metrics is a tool used to create criteria to help improve the chances of an organization’s business success. It is an acronym that many businesses use for different purposes, from goal-setting to performance reviews to evaluating innovation.Learn More »
Requirements Breakdown Structure (RBS)
A Requirements Breakdown Structure (RBS) is a hierarchical, usually tree-shaped description of all project requirements which must be present in the end product in order to deliver the expected business value. Whereas a Work Breakdown Structure (WBS) focuses the how of a project, an RBS focuses on the what of a project.
Purpose Statement
The Purpose Statement defines the basic customer needs the organization exists to fulfill. Not associated with a definitive end point, time frame, or deadline, Purpose Statements essentially answer the question “what business are we in?” in a broad yet focused way.Learn More »
Standard Operating Procedure (SOP)
A Standard Operating Procedure, or SOP, is a document or process outline that has been created to show operators how to carry out a specific task, process or activity. It can be delivered as a document, presentation, workflow document, or even a video.Learn More »
Switch Change Framework
The Switch Change Framework describes how to find a balance between the emotional and rational components of our decision-making behavior. It begins with the premise that our emotional and intuitive brain can sometimes overcome the rational decision-making side of the brain.Learn More »
User Acceptance Testing
User Acceptance Testing, otherwise known as beta testing, is the final step in the change management process where a proposed strategy, technology implementation or product is tested with a group of individuals that are representative of the audience that will be affected by or utilize a new system. These “users” are typically individuals who are employees who volunteer or are requested to try out the new technology or service.Learn More »
Voice of the Customer Table
The Voice of the Customer Table is a template which helps business leaders and managers frame the inputs received through the process of carrying out a Voice of the Customer (VOC) exercise.Learn More »
What's In It For Me? (WIIFMs)
What’s In It For Me (WIIFM) is the central question that employees are concerned with when faced with organizational change. Broadly, this inquiry encompasses a number of questions regarding how the change is going to affect employee’s daily routines in the workplace (e.g., Will they be working with different people? Will they require different knowledge to perform their job well? Will their job responsibilities be altered?) The reason employees ask this question is to better understand how the change will affect them so they can determine how to respond. Learn More »
UAT - User Acceptance Testing
The User Acceptance Testing app provides a simple yet powerful way to create, assign, track, organize, and report on user acceptance tests. Create an unlimited number of tests and assign them to team members. Define requirements, categorize tests, set priority levels, track test dates, categorize results, and track comments on any test. Use the UAT Project Dashboard to instantly gain visibility to the current status of your overall UAT project.Learn More »
OGSM: Objectives, Goals, Strategies & Measures
Use the OGSM strategy application to define your strategic business objectives, the goals to support your objectives, the strategies to achieve your goals, and the measures to track success. Create and track projects to support your OGSM strategy and use the dashboard to measure progress.Learn More »
AIM Accelerated Implementation Methodology
AIM Accelerated Implementation Methodology is a system used to help organizations get the most out of their change program. The framework includes a mix of organizational theory and practical tools for creating and measuring the success of long-term changes. The purpose of this framework is to create an easy-to-follow process for implementing large and small scale change that is easily translatable to any kind of organization.Learn More »
Boston Consulting Group (BCG) Change Delta
The Boston Consulting Group (BCG) Change Delta is a change management approach that directs organizations to invest the majority of their resources into the most important aspects of the change, which are executional certainty, sponsorship, governance and program management office (PMO), enabled leaders, and an engaged organization. These elements do not function independently, but rather depend on each other in order to implement successful and long-lasting change.Learn More »
Case for Change
The Case for Change Template is a tool that provides the Change Manager with one place to capture all the reasons a change needs to occur. Information to complete this template will be pulled from existing documents: Scope of Work, Project Charter, and relevant background information provided by the sponsor. Information on this template will be used to craft communications for each relevant audience impacted by the change.Learn More »
Change Management Curve
A Change Curve is a tool used to understand the change management process and the stages that underlie it. Since most people experience the phase of change in similar ways, a Change Curve Model can help one understand how to provide support during the change management process.Learn More »
Change Management Levers
Change Management Levers are a set of change management instruments that, when used in combination, aid in producing successful change. The five levers are: communication plan, sponsorship roadmap, coaching, teaching and resistance management plan.Learn More »
Change Readiness Assessment
A Change Readiness Assessment is an analysis of the levels of the organization undergoing change, conducted so that key change makers are aware of what adjustments to attitudes need to be made or what resources need to be acquired for prosperous change to occur. More specifically, each level of the organization is assessed for how prepared it is to handle different magnitudes of change. The purpose of a Change Readiness Assessment is to make these determinations of preparedness.Learn More »
Change Success Metrics
Change Success Metrics are the measures that are needed to track the people side of a change management initiative. These metrics are more frequently becoming mandatory in many organizations to indicate the success of a change initiative to project sponsors, company leadership and project personnel, among others.Learn More »
Core Organizational Values
The Core Values of a company are the fundamental beliefs upon which a business is based. They are principals which are relied upon to steer interactions both internally among employees and externally with customers. Once they are written, core values need to be demonstrated through leadership role models, rather than just simply being communicated, and should guide interactions across every part of a company, from employee relations and benefits to marketing and sales strategies.Learn More »
Deming Change Cycle
The Deming Change Cycle is a method that is used to improve the quality of the organization’s products. Specifically, the cycle provides a systematic plan for improving the quality of the products that meets the needs of the industry as well as minimizes any errors or product defects.Learn More »
Focus Groups
Focus Groups are groups of individuals who are gathered to observe a new product or discuss a particular topic in order to give organizations a chance to preview customer reactions. They are also used to gauge employee reactions to an organization’s change program. Learn More »
Go-Live Plan
A Go-Live Plan is the steps that should be taken before actually implementing a change program. Successful Go-Live Plans require preparation, specific action to be taken, a contingency plan in case one is needed, proper resources, and thorough consideration given to the risks associated with the change. The purpose of having a Go-Live Plan is to help ensure that the actual transition runs smoothly.Learn More »
IT Roadmap
An IT Roadmap is a strategic tool used to plot out at what stages and which technologies will be used to support and implement a new project. An IT Roadmap can be used to explain why a project is important and why the related technological support is required.Learn More »
Kubler Ross Change Curve
The Kubler Ross Change Curve is a model that describes the stages of individuals’ responses to organizational change. There are five stages of the change curve. The purpose of this model is to assist the organization in gauging how individual employees will respond to the change at different stages. Learn More »
Maurer's 3 Levels of Change Resistance
Change Management expert Rick Maurer has outlined the three levels of change resistance in organizations and how to work through them in order for successful change to occur. Resistance is usually a reaction to the way a change effort is being led. If you can find the root cause of the resistance, you can usually overcome it.Learn More »
Nudge Change Model
The Nudge Change Model is derived from Nudge Theory, which provides a framework for understanding how and helping people to make decisions by reducing any influences that might discourage quality decision-making.Learn More »
Project Charter
A Project Charter lists the main goals of a project as well as a detailed plan for how to attain those goals. This detailed plan involves identifying the relevant stakeholders and determining the roles and responsibilities of each individual involved with the project.Learn More »
Project Risk Management
Project Risk Management is an approach to project management that helps reduce the overall risk of a project by researching all possible costs and major risk factors associated with the successful execution of the project, including ensuring it remains within the defined budget.Learn More »
Project Timeline
A Project Timeline is a display of a list of events in chronological order. It is usually shown as a graphic with a horizontal bar depicting events and related dates.
Pyramid of Purpose
The Pyramid of Purpose is a strategic tool that can be used to plan and effectively communicate a business strategy across all levels of an organization. Each level of the pyramid represents a different question about the strategy that an employee could ask.Learn More »
Stakeholder Analysis
A Stakeholder Analysis is a strategy used to identify the individuals in your organization who will and will not support your change efforts. In addition, a stakeholder analysis allows your team to determine how to treat these individuals, and what actions to take with them during the change process. This analysis is useful to ensure that your change management program can be implemented successfully sine these actions help minimize resistance to change.Learn More »
Scenario Planning
Scenario Planning is a process for businesses to think about and plan for the future. Also known as scenario development or scenario analysis, the process typically involves identify external trends and disruptors, exploring how the future could unfold, what the consequences would be for the business, and how to respond.Learn More »
Strategy Map
A Strategy Map is a clear visual representation of the major strategic objectives of an organization, usually based on a framework or model like the balanced scorecard. This representation is useful for communicating the organization’s strategy in a digestible way to employees at all levels of the organization.Learn More »
SWOT Analysis
SWOT Analysis is a strategic planning tool that explores an organization’s internal and external environment, including strengths, weaknesses, opportunities, and threats.Learn More »
Values Statement
Values Statements articulate an organization’s core beliefs and principles that drive performance and behavior. They contain the essential and enduring tenets of an organization.Learn More »
VRIO Framework Model
The VRIO Framework is a strategic method that can be used to evaluate an organization’s resources and capability to change. Resources can be both tangible or intangible goods that the organization produces or uses to make their products or services. VRIO is an acronym whose letters stand for value, rarity, imitability, and organization.Learn More »
RACI Manager
Getting clear on roles and responsibilities is critical for any team and organization. The RACI Manager provides a simple, scalable way to create RACIs for teams and business functions that clarify who is Responsible, Accountable, Consulted, and Informed for specific business processes and process steps. Customize the groups that will be part of the RACI. Define the processes you want to map and the steps within them for each RACI element. Run reports that dynamically create RACI charts and tables by process, COE, or function. Search and find processes and steps anytime and track status to ensure they are being implemented successfully using your defined RACIs.Learn More »
Key Performance Indicators (KPI) Dashboard
The Key Performance Indicators Dashboard gives you a simple way to manage the most important KPIs for your business. Use the KPI wizard to instantly create KPIs that measure and track quantifiable metrics for any business function or activity. Use bar charts, graphs, status indicators, status notes, and tasks with assigned owners to ensure progress toward your most important measurable goals.Learn More »
Beckhard & Harris Change Process
The Beckhard & Harris Change Process is a five step approach that assists organizations in identifying and implementing change. These five steps include internal organizational analysis, identifying the necessity of change, conducting a gap analysis, action planning, and managing the transition. This purpose of this process is to clearly delineate the steps needed to accomplish successful change. Learn More »
Bridges’ Leading Transition Model
Bridges’ Leading Transition Model is a change management model that describes the stages of transition that individuals go through when they experience change. These stages are ending, losing and letting go, the neutral zone, and the new beginning. This model primarily focuses on transition and provides managers with guidance on how to help individuals navigate through the transition stages so that they are ultimately more accepting of the change.Learn More »
Change Fatigue
Change Fatigue happens when the purpose and outcomes of an organizational change are poorly communicated, creating a sense of frustration and exhaustion. This is especially true when the result that is promised doesn’t happen or is severely delayed. Throughout the change management process, employees can become overwhelmed with work and confused about priorities. If there is an ongoing, constant feeling of urgency, employees will tend to burn out since sustaining urgent energy and motivation is difficult over the long-term.Learn More »
Change Management Impact Analysis
A Change Management Impact Analysis is a method that is used to identify relevant stakeholders in a change management process as well as the risks and benefits that the change management initiative provides to them. Based on this information, your team will be able to discern the impact that the change management program has on key individuals.Learn More »
Change Management Plan
A Change Management Plan details the “planning” phase that is present in the majority of change management models (e.g., Kotter’s 8-Step Change Management Process). More specifically, a Change Management Plan strategically lays out factors such as the budget, timeline, breadth, communication plan and needed and/or required resources for the change process. A detailed plan, especially for a complex change management initiative can more easily be communicated to others, including key stakeholders and employees.Learn More »
Change Resistance Management Plan
A Change Resistance Management Plan is a method that can be utilized if and when your team encounters resistance to its change management efforts. Individuals within the organization can be change-averse because uncertainty associated with change creates fear and anxiety, which people typically try to avoid. In addition to these emotional experiences, employees are concerned with the manner in which these initiatives will influence their work, salary, and personal life.Learn More »
Change Team Staffing Requirements
Often one of the most difficult tasks for a business leader is to restructure or realign team staffing requirements when necessary in order to accomplish a business’ goals or strategic objectives. The Change Team Staffing Requirements framework outlines options and ways of streamlining the organizational change procedure when business requirements necessitate such a change.Learn More »
Critical Success Factors
Critical Success Factors are the core actions that underlie an organization’s strategic objectives that must be accomplished at the highest level possible in order to achieve the overall goals and mission of the organization.Learn More »
EASIER Change Management Model
The EASIER Change Management Model is a framework that acts as a checklist to ensure successful change. EASIER is an acronym for these steps: Envision, Activate, Support, Implement, Ensure, and Recognize.Learn More »
Gap Analysis
Gap Analysis is a method of determining how an organization’s current state differs from its desired future state and the steps it needs to take to achieve desired performance results.Learn More »
Head Heart Hands Model
The Head, Heart and Hands Model emphasizes the importance of appealing to the head, heart and hand of the other organizational members when initiating a change program. More specifically, the change management plan should include logic and analysis, a compelling reason for the necessity of the change and easy and practical suggestions for enacting the change.Learn More »
Key Performance Indicators (KPIs)
Key Performance Indicators (also known as KPIs) help measure the overall performance and success of an organization. Many companies use KPIs across departments to measure the success of specific groups and the organization as a whole. In addition, Key Performance Indicators are a helpful tool in decision-making since they create visibility into the measurable success factors of an organization. KPIs can also be used to understand where a team, department or organization stands with respect to the implementation of its strategies, goals and projects.Learn More »
Leading & Lagging Indicators
Leading and Lagging Indicators are two types of measurements used when assessing performance in a business or organization. The difference between the two is that a leading indicator can influence change and a lagging indicator records only what has happened in the past.Learn More »
Mentoring Action Planning
Mentoring is the act of providing guidance in the workplace to a less-experienced employee, called a mentee. A mentor may either be another employee of the company or a professional from outside of the company. The mentor is a role model who shares knowledge and advice to help the employee grow professionally.Learn More »
People Centered Implementation
People Centered Implementation, known by the acronym PCI, is a change management strategy which focuses on considering and accommodating the human assets which will be responsible for executing the change.Learn More »
Project Portfolio Management (PPM)
Project Portfolio Management (PPM) is a method utilized by project managers to determine what the value would be of investing time and other organizational resources in a particular project. Ultimately, PPM aims to establish the ideal combination of resources and tasks for a project that will promote the financial and procedural goals of an organization.Learn More »
Project Schedule
A Project Schedule is a project management tool that outlines the work that needs to be performed for a project, the resources needed, and the timeframe during which completion is expected.Learn More »
Project Tracker
A Project Tracker is a tool to help project managers track a project from beginning to end. It itemizes specific jobs within a project by effectively managing work and resources required to complete a project. When each of the tasks is completed, it is checked off and the team can move on.
RACI
RACI is an acronym for Responsible, Accountable, Consulted and Informed. RACI Charts or the RACI Matrix are tools for outlining roles and responsibilities within a team or organization to ensure that nothing falls through the cracks.Learn More »
Stakeholder Interviews
A Stakeholder Interview is a discussion conducted with high- or low-level stakeholders in the organization regarding the change program. These interviews provide a deeper sense of the budget, timeline, and objectives for the change program as well as the people involved in the organization and its competition. The purpose of the stakeholder interview is to help outside change-makers gain a better understanding of the organization and the way it operates as well as what the stakeholders hope to achieve with the change.Learn More »
Sponsor Roadmap
A Sponsor Roadmap details the actions that organizational executives need to take to fulfill their role in the change management process. The roadmap is very important to making sure that your team gets the necessary support from senior leadership to ensure a successful implementation of the change management program.Learn More »
Strategy Roadmap
A Strategy Roadmap, also known as a Strategic Roadmap, is a visual depiction of where the organization currently is and where it would like to go in the future, including a plan to get from the current to the desired state.Learn More »
Training Development Plan
A Training Development Plan is a series of checklists or action plans which act as working documents to support employees and line managers in elevating the skills and competence of a particular set of employees across a team. The correct implementation of a Training Development Plan ensures the manager and the employee are both meeting their personal growth goals while simultaneously developing their ability to achieve more in the workplace while helping to support the long-term strategies of the business.Learn More »
Vision Statement
Vision Statements define and describe the vibrant future an organization wishes to create and achieve. The intention of a vision is to guide, inspire, and motivate people to reach the desired end state for the organization.Learn More »
Our Customers Achieve Great Results
Mike Bainbridge
Manager, Digital Customer Experience
Praxie’s Manufacturing Ops application has greatly improved our daily management initiatives. With remote workers and several different locations, it’s easy to see how we are doing, identify issues, and track our improvements – no matter where we sit.
Peggie Pelosi
Executive Director
Almost overnight Praxie created a customized solution for our 100 member organizations across Canada to drive strategy and innovation. The Praxie team provided expert guidance and amazing support to our internal team and users.
Kate Merton
Staff Vice President, Digital Care Delivery
Praxie’s innovation solution stood out from other options because it can be customized so quickly to fit our exact process requirements. Plus, it’s incredibly easy to use and manage.
Jeff Piotrowicz
Project Manager
With Praxie we’ve created a way to report on complex projects that gives management full visibility. Executives have full visibility to all aspects of projects, assignments, etcetera at their fingertips.
Jason Carpenter
CEO
With Praxie, I found a way to take what was in documents and spreadsheets and provide my team with a visual environment to drive our strategy with full accountability.
Maureen Thompson
Vice President, Governance & Planning
Praxie makes it easy to track progress on strategic objectives across the organization and it includes an executive level dashboard that makes it easy to provide real-time reports to the board on key initiatives.
Scott Russell
Manager, Innovation Services
I would heartily recommend the Praxie team to any organization seeking to seriously undertake a lasting and successful innovation process.
Dylan Hoback
Praxie’s software transformed our operations, enabling data-driven decisions and streamlining our manufacturing process.