What Change Management Methodology do you use in your projects, and what is the reason of using that method?

With all respect, I would choose a method that fulfilled with the six critical success factors for effective change,Shared Change Purpose, Effective Change Leadership,Powerful Engagement Processes,Committed Local Sponsors,Strong Personal Connection and Sustained Personal Performance, depending of these factors and its strength, you could choose a specific methodologic..

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Prosci's change management methodology is developed based on research with over 3,400 participants over the last twenty years. What is unique about the methodology is that it comes from real project leaders and teams reflecting on what worked, what did not and what they would do differently on their next project.

This article is made up of several sections: 

The Prosci ADKAR Model

The Prosci 3-Phase Process

Research on change management methodology

At its core, Prosci's methodology is the collective lessons learned by those implementing change across the globe. Based on this research, Prosci has developed a methodology that is holistic and easy to use. The resulting process, tools and assessments have been developed with one goal in mind: that you can put them to use on your projects while building your (and your organization's) own internal change management skill set

.ADKAR: AN EASY-TO-USE MODEL FOR INDIVIDUAL CHANGE

The first step in managing any type of organizational change is understanding how to manage change with a single individual. Prosci's model of individual change is called the Prosci ADKAR Model, an acronym for awareness, desire, knowledge, ability and reinforcement. In essence, an individual needs:

Awareness of the need for change

Desire to participate in and support the change

Knowledge on how to change

Ability to implement required skills and behaviors

Reinforcement to sustain the change

ADKAR describes successful change at the individual level. When an organization undertakes an initiative, that change only happens when the employees who have to do their jobs differently can say with confidence, "I have the awareness, desire, knowledge, ability and reinforcement to make this change happen."

Because it outlines the goals or outcomes of successful change, ADKAR is an effective tool for:

Planning change management activities

Diagnosing gaps

Developing corrective actions

Supporting managers and supervisors

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Thanks for the invite. I agree with the given answers.

I was about to suggest ADKAR, but since you have referenced it I'll just answer about the merits. Well like many other management models with anglo/american roots, they try to give a very pragmatic perspective of doing things.

Personaly I don't buy it since as I've stated before one cannot dissociate actions form cultural heritage, and sometimes one's perspective colides with the way things are done in certain countries. 

I believe that main issue to be overcome in change is achieving confidence and there's no raodmap for that purpose, it's a matter of timing delivering what is asked for, so think ahead to give a good impression about the change you're commissioned to deliver.

Methodology for Change Management on all theory only for your reference, sometime you should understanding on deep about the culture of organization, how the performance should increase by measuring with financial performance on revenue versus operational expenses (costs) plus investment planning for the next several years.

If you will involve on the Change Management Project, you should review all the matters related operation procedures and activity, sales & marketing, business development planning, financial forecasting & planning and talent management planning then you will know, how to execute your change management strategy.

Please let me know if you have an issue on change management project which will implement on your organization, and send me mail to setiono (at) ilm (dot) co (dot) id. We will guide you how to solve the issue using best practice strategy.

I have heard and use some tools like ADKAR, OCAI, and even some generic ones like SWOT and in-house like Star-FIsh, etc.   All are good and have their own strenghts.  I usually like to approach clients on a BESPOKE model as Change is practically "Different Strokes for Different folks" and putting in models when organisational maturity and commitlment levels are different could be disastrous.  I personally start with a "Leading People to Change" program where leaders are made aware and go through a journey  of what it takes in a Change Management program and whether they have a stomach to Lead this change.  The tools  used  is secondary as once i get their commitment and their choice of models to use, Change Management becomes much easier to run.  

With my experiences, I have learnt that organizations don’t change unless their employees change. 

When any organization undertakes projects or initiatives to improve performance, seize opportunities or address key issues, it often requires -  changes to processes, job roles, organizational structures and types and uses of technology. While all changes are unique and all individuals are unique, decades of research shows there are actions we can take to influence people in their individual transitions.

Both Prosci's and Kotter's methods, focus on the people (the employees) rather than the organization as a whole or system. Both change methodologies recognize the importance that people play in making a change happen.

I prefer the 8 step Kotter's approach, since it is a more detailed approach. With details come the small victories, which act as morale boosters for the participants to continously enagage and ensure that the change is successful.

i will do SWOT analysis and then i will find out a new solutions which will be my guidelines to build a new methodology , i think it is the best way to review any organization performance .  

Participatory approach interlinked and interdependent with ownership of team