Dr. Cathy Chargualaf CSC, DCH, Ph.D. 
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Life Esteem

 Cathy Chargualaf

Change Management Consulting

We are living in a time of great change. To survive and thrive, organizations must successfully manage large and complex change at increasingly rapid rates. Unfortunately, many organizations leave project success to chance.

Change management is a structured and intentional approach to support people through change. It prepares, equips, and supports individuals through the changes to their jobs. With a dedicated focus on mobilizing adoption and usage, change management supports holistic and successful change.

Change Management Benefits

Over the last two decades, the discipline of change management has grown and evolved. The Prosci Change Management Methodology is a solid foundation for managing the people side of change to deliver results. With Prosci, the world leader in change management research and development, we are here to help you and your organization improve change outcomes through people.

The success of your initiative depends on how individuals in the organization embrace and adopt these changes.

The data is abundantly clear. The better you apply change management, the more likely you will meet project objectives.

The Framework of a Change Initiative

The Prosci’s model of individual change is called the ADKAR® Model, an acronym for awareness, desire, knowledge, ability and reinforcement. The ADKAR® Model can be used to identify gaps within your change management process. The ADKAR® Model is powerful process-oriented framework where you will be able to see where and why a change is not working well. With this understanding, you can address the barrier points, provide effective coaching for your employees and take the necessary steps to improve change success.

The ADKAR® Mode is useful in:

  • Diagnosing employee resistance to change
  • Helping employees’ transition through the change process
  • Creating a successful action plan for personal and professional advancement during a change initiative
  • Developing a change management plan for your employees and organization 

Changes come to life on two dimensions: the business or project side of change and the people side of change. Successful change is a result of both dimensions of change maturing simultaneously (see below). Project management and change management are complementary disciplines with a common purpose of producing results and outcomes.

The People Side of Change

The Business Dimension of Change:

The business side of change for a typical business change project consist of standard steps. Whether steps are formalized with a project management discipline or not, most managers will feel comfortable managing these phases:

  • Identify a business need or opportunity
  • Define the project (scope and objectives)
  • Design the business solution (new processes, systems, and organizational structure)
  • Develop the new processes and systems
  • Implement the solution into the organization

The People Dimension of Change:

The most commonly cited reason for project failure is problems with the people side of change.  An effective project plan integrates change management activities within it, to prepare, equip, and support individuals through the changes

In parallel, the five steps or outcomes to build on the people side of change use the elements of the ADKAR® Model:

  • Awareness of the need for change – Benefits, preventative maintenance, consequences, or risks.
  • Desire to participate in and support the change – your motivation to make personal decision to the change, based on your unique motivation.
  • Knowledge of how the change – know how to change, and gain knowledge
  • Ability to implement the change on a day-to-day basis – Knowledge into practice (i.e., practice time, doing exercises, training, time management)
  • Reinforcement to keep the change in place – accountability and reward systems (i.e., performance metrics/levels, bonus, accomplishment rewards, etc.)

The Three Stages of Change:

The three stages of change—current state, transition state, and future state—provide a powerful framework for the process-oriented approach of the ADKAR® Model.   Breaking down change into distinct elements helps us understand the process of change and how to manage it. 

ADKAR® is an effective tool for:

  • Planning change management activities
  • Diagnosing gaps
  • Developing corrective actions
  • Supporting managers and supervisors

The Three Levels of Change Management:

  • For individuals: to enable people’s success by supporting them through their personal change journey
  • On a project: to increase outcomes and return on investment by driving adoption and usage
  • Across an enterprise: to deliver strategic intent, mitigate saturation and improve agility by embedding change management

Prosci Change Management at any level ultimately focuses on how to help employees embrace, adopt and utilize a change in their day-to-day work.


Individual change management means understanding how one person successfully makes a change.

Organizations don't change, individuals do. No matter how large of a project you are taking on, the success of that project ultimately lies with each employee doing their work differently, multiplied across all of the employees impacted by the change. Effective change management requires an understanding for and appreciation of how one person makes a change successfully. Without an individual perspective, we are left with activities but no idea of the goal or outcome that we are trying to achieve.

For an organization to successfully change, individuals need to change. The success of each project ultimately lies with each impacted employee doing their work differently.

The Prosci ADKAR® Model


While change happens one person at a time, project-level change management can help facilitate this change across groups. The Prosci 3-Phase Change Management Process guides leaders through the phases of change management activity during a project.

Prosci 3-Phase Change Management Process

The process is built in three phases that a project or change manager can work through for the changes and initiatives they are supporting. The methodology includes research-based assessments and templates to support each phase, as well as guidance for completing each step most effectively.

Phase 1: Preparing for Change

The first phase in Prosci's methodology helps change and project teams prepare for designing their change management plans. It answers these questions:

  • "How much change management does this project need?"
  • “Who is impacted by this initiative and in what ways?”
  • “Who are the sponsors we need to be involved to make this initiative successful?”

The first phase provides the situational awareness that is critical for creating effective change management plans. 


  • Change characteristics profile

Provides insight into the change at hand, its size, scope and impact.

  • Organizational attributes profile

Gives a view of the organization and groups that are impacted and any specific attributes that may contribute to challenges when changing.

  • Change management team structure

Defines how many change management resources are needed and their organizational relationship to the project team and project sponsor.

  • Sponsor assessment, structure and roles

Identifies which leaders across the organization will need to act as sponsors of the change and how to get those leaders on board and actively sponsoring the change.

  • Impact assessment

Identifies the groups of individuals impacted by the change and in what ways, and any unique challenges you may face with this group in the project.

  • Change management strategy

Based on the assessments in this phase, you can develop a strategy that scales the change management effort to align with the type and size of the change.

Phase 2: Managing Change

The second phase focuses on creating plans that will integrate with the project plan. These change management plans articulate the steps that you can take to support the individual people being impacted by the project. 

This is what people typically think of when they talk about change management. Based on Prosci's research, there are five plans that support help individuals moving through the ADKAR Model:


  • Communications Plan

Articulates key messages that need to go to various impacted audiences. It also accounts for who will send the messages and when.

  • Sponsor Roadmap

Outlines the actions needed from the project’s primary sponsor and the coalition of sponsors across the business, with details on visibility, communications and more.

  • Training Plan

Identifies who will need what training and when. The training plan should be timed to allow for awareness and desire building before employees are sent to training.

  • Coaching Plan

Outlines how you will engage with and equip managers and people leaders to lead the change with their individual teams.

  • Resistance Management Plan

Provides a strategy for anticipating areas of resistance, and then proactively and reactively addressing resistance, with specific activities targeted at potentially resistant groups.

Phase 3: Reinforcing Change

Equally critical but most often overlooked, the third phase helps you create specific action plans for ensuring that the change is sustained. 

In this phase, project and change teams develop measures and mechanisms to measure how well the change is taking hold, to the see if employees are actually doing their jobs the new way, to identify and correct gaps and to celebrate success. 

This includes:


  • Measuring changes in behavior

It is important to establish measures to see if people are actually doing their jobs in a new way. These measures will be unique to each project.

  • Corrective action plans

It is important to remember the ADKAR Model in this phase to identify why people may not be embracing the change so you can take action to address the root cause of the gap.

  • Reinforcement mechanisms

Though people may successfully change, they often revert to their old habits unless reinforcement mechanisms like continued compliance measuring, ongoing training and coaching are in place.

  • Individual and group recognition

It is important to recognize the hard work people have put into embracing change, and it is equally important to look for means of recognition that will resonate with the individuals.

  • Success celebrations

In addition to recognizing the achievements of individuals and groups who have effectively changed, it is important to publicly celebrate the hard work that went into getting to a new future state.

  • After-action review

Common in project management, an after-action review of the change management efforts helps to identify strengths and opportunities for improvement to drive more successful outcomes.


Organizations around the world are looking for better ways to implement more changes, more effectively and at a faster pace. As a core competency that results in improved organizational agility, change management is a smart investment that will yield benefits immediately and for years to come.

The more you weave change management into the fabric of your organization, the better you can manage the people side of change, help transition your employees through those changes, and increase rates of adoption and utilization. And doing so on an ongoing basis enables your organization to adopt more changes, more quickly.

Organizations that develop capability consider change management a core competency-it's central to the way they do business. Doing it well can help you improve productivity, support innovation, and even create a competitive advantage.

While change happens one person at a time, there are processes and tools that can help facilitate this change across groups and organizations. Without a structured approach, change management tools can be limited to only communication and training. When there is an organizational change management perspective, a process emerges for how to scale change management activities and how to use the complete set of tools available for project leaders and business managers.

To be successful in an environment of rapid, concurrent and continual change, organizations must grow their change capability. A mature change capability means:

  • Change management is the norm on projects and initiatives
  • Common change management processes and tools are consistently and constantly applied throughout the organization
  • People from the very top of the organization to the front line know and fulfill their roles in leading change

Making change management a core capability brings impressive project success across the organization and builds your organization’s capacity to embrace and succeed at constant change.   

With an embedded change management capability:

  • Organizations had 2x more successful projects

With excellent change management, employees:

  • Adopt changes faster, more completely and more proficiently
  • Stay engaged in the organization during disruptive change
  • Understand why the change is happening
  • Have the time and tools to get on board and feel heard and supported

Let's talk about the best approach for you and your organization. 

Coming Soon!!
New Book by Cathy Chargualaf,
Change Management PLAYBOOK

Release Date: 2021


For more information regarding services, please contact Dr. Cathy Chargualaf directly (626) 893-0340 



With my education and over 25 years of experience with complex, multi-year, enterprise change projects, it has equipped me with extensive knowledge in applying Change Management methodologies.  

I have experience delivering transformation for clients in the United States, Canada, and Guam. As a founding member of the Association of Change Management Professionals (ACMP), I participated in the development of the ACMP Certification Standards.  Proven experience leading large scale organizational change, business readiness, Agile change programs, executive coaching, business process improvement and re-engineering, operational readiness, and building change skills with practitioners. 

I received Professional Certification training where I learned Change Management, Consulting Skills, Instructional System Design Methodology, and Personality/ Leadership/Career Assessments, and Conflict Management:

  • Organizational Change Management Certification - Prosci ADKAR Methodology (Prosci)
  • Change Management Certification (Colorado State University)
  • Organizational Change Management Consulting Certification (Kotter OCM Methodology)
  • Process Design & Implementation: Reengineering and Change Management Certification (Hammer and Company)
  • Performance Consulting Skills Certification (Friesen, Kaye & Assoc.)
  • Instructional Systems Design Methodology Certification (Friesen, Kaye & Assoc.)
  • California Psychological Inventory™ (CPI-260) Certification – Leadership Assessment
  • Myers Briggs Type Indicator (MBTI®) Certification - Personality Assessments
  • InterStrength - CORE Approach™, Interaction Style, Essential Motivators, & Cognitive Dynamics - Certified Practitioner
  • Mediation Training Institute - Certified Conflict Management Trainer  - Certified Trainer
  • Mediation Training Institute - Certified Manager & Employee Mediation  - Certified Trainer
  • HeartMath Institute - Certified Coach/Mentor Qualified to train HeartMath tools and techniques 
  • HeartMath Institute - Certified Coach/Mentor/Trainer for Building Personal Resilience 
  • HeartMath Institute - Certified Provider for Personal Well-Being Assessment 
  • Thomas-Kilmann Conflict Mode Instrument™ (TKI™) Certification – Managing Conflict Assessment
  • Strong Interest Inventory (Strong™) Certification Individual Career Assessment
  • The CultureWork® - Motivators Assessment - Certified Coach 
  • What Motivates Me - Trainer Certification

Founding Member of ACMP

Kotter Change Management


Organizational Change Management  Certification

Mediation Training Institute Certificated Trainer for Manager and Employee Mediation, and Conflict Management

The CultureWorks Motivators

Certified Coach

What Motivates ME Engagement Training- Certified Facilitator

Myers Briggs Type Indicator (MBTI®) Certification - 
Myers Briggs Type Indicator (MBTI®),
Thomas-Kilmann Conflict Mode Instrument (TKI®),
 CPI 260® personality assessment for leaders and managers, and Career Interest Inventory® assessment ( Strong®)
InterStrength - CORE Approach™, Interaction Style, Essential Motivators, & Cognitive Dynamics - Certified Practitioner