Prosci Helps Grupo Peña Verde Navigate Technological Transformation

Challenge

Grupo Peña Verde, a leading insurance and financial services provider based in Mexico, needed to implement a new, comprehensive IT system. The transformation was critical to improve operational efficiency and to stay competitive in a rapidly evolving market.

Previous attempts to execute similar enterprise IT changes had been poorly executed, resulting in low adoption rates and a lack of commitment from employees. Additionally, the lack of success with prior initiatives had eroded employee trust in the organization’s ability to execute these types of projects.

To overcome the past and move boldly into the future, Grupo Peña Verde knew they needed to take a radically different approach. They engaged Prosci to develop a tailored change management strategy that could address both the technical and people aspects of change to drive success.

Solution

Leverage Advisory Services to develop custom solution
Certify practitioners in the Prosci Methodology to enable a proven approach
Deliver workshops for managers and sponsors to create common language and set clear expectations around roles and responsibilities
Facilitate Delivering Project Results workshop to highlight outcomes and demonstrate efficacy

Leadership Engagement

Starting with senior executives, all leaders throughout the organization were trained in change management principles. This was done to ensure an active and visible presence from senior leaders and to showcase their strong support for the project and the desired behavioral changes.

Employee Training and Communication

Prosci developed a tailored training program to equip employees with the necessary skills and knowledge they needed to make effective change. A robust communications plan was developed and implemented to build awareness and foster the desire for change among employees

“…the main thing they have helped us with is to give us that knowledge, that experience of how to apply change management in projects. But [also] how to apply change management at the organizational level, so that change management does not only reside in the project change manager, but in our leaders, in our sponsors, in all the people who are involved in a change process.” — Armando Guerrero

ADKAR Assessments

Conducting regular ADKAR® Assessments throughout the project lifecycle helped the team gauge progress and quickly identify—and mitigate—any potential barriers. By doing regular assessments, the organization had an accurate picture of their efforts as they unfolded, allowing them to move quickly to address any issues.

Results

High Adoption and Usage Rates

There was a significantly higher adoption rate with the new IT system over previous initiatives. Employees reported feeling confident and proficient with the systems as a direct result of targeted training and ongoing support they received over the course of the project.

Grupo Peña Verde's Growth in Organizational Change Management Maturity

Blog ImageChange Management Maturity Level Line Graph (1)

Improved Morale

The proactive approach to change management contributed to a positive shift in organizational culture. Employees felt more supported and valued, which led to reduced resistance to change and an overall improved sense of morale.

Efficient Operations

The structured approach to enterprise change ensured minimal disruptions during the implementation process. The smooth transition resulted in better service delivery and higher customer satisfaction.