The Changefirst multi-lingual digital toolkit is designed to assess risk across a change lifecycle.

Each tool can be used to collect data for your change, asking different questions to assess the level of risk for each related risk area. (Further information on interpreting risk.)

Assessment results (using a particular tool) can be loaded into specific process steps of a plan in Roadmap Pro. The tools can also be used independently of Roadmap Pro.

The following describes what each tools aim, purpose and uses - to assist in helping understand the most appropriate multi-lingual tool to use for data gathering. This information can also be found under each INFO button when creating a NEW ASSESSMENT from My Diagnostics. (Further information on creating a new assessment).

Diagnostic Tools

Adapter Readiness

Aim

Assesses the readiness of people to adopt a specific change.

Purpose

Identifying the issues that need to be addressed, to maximise the readiness of people to change.

Note: The higher the risk level from this tool the greater the likelihood of significant resistance to a change project.

Uses

Informing project teams about how people are likely to react to a change
Identifying potential issues that will prevent people engaging with the change
Tracking levels of readiness, throughout the change implementation

Note: The tool is most effective when people who are asked to respond have enough information about the change to respond knowledgeably to the questions.

Change Agent

Aim

Assists successful change agent selection and development.

Purpose

Capturing views about a change agent’s competencies in order to select, develop and support them.

Note: Poor change agent selection and development is a major reason for change projects/initiatives under-performing.

Uses

Building a sponsor and change agent “performance contract”
Assessing change agent(s), to determine where development or support will be needed during the change process
Monitoring and improving change agent performance during a change
Enabling ongoing feedback and coaching

Change Impact

Aim

Captures and tracks the impact of a specific change project on specific groups affected by the change.

Purpose

Measuring and comparing the likely disruption of a change project on people in different parts of the affected business.

Uses

Assessing how difficult it will be for people to adopt a change
Updating project plans and diagnosing new barriers to implementation
Determining how the impacts and risks identified inform implementation choices

Communications Effectiveness

Aim

Helps change agents to identify any issues associated with the change communication process and content.

Purpose

Enabling sponsors and change agents to plan for a communications event and then review its effectiveness.

Uses

Identifying specific weaknesses in communication content, method or feedback
Gathering data regarding past change communication efforts
Planning change communication processes and events
Adjusting change communication plans as implementation proceeds

Initiative Legacy

Aim

Diagnoses and baselines the people-centred risks on change projects. It identifies the risks and enablers on previous, similar change projects so that change agents can predict what could happen on a new project.

Note: It uses the same lead indicator methodology and risk dimensions as the Initiative Risk tool.

Purpose

Predicting likely levels of commitment for a new change project and the reasons for the level identified.

Uses

Measuring the effectiveness of previous implementations
Predicting likely barriers to successful implementation of a new change project
Facilitating action planning for a specific, new change project

Note: Respondents do not need to know about the new change being planned but they need to be familiar with the past change project you are asking them about.

Initiative Risk

Aim

Diagnoses and tracks people-centred risks in single, current change projects.

Note: It uses the same lead indicator methodology and risk dimensions as the Initiative Legacy tool.

Purpose

Identifying and tracking the degree of commitment on a change project and the risks and enablers associated with that level of commitment.

Uses

Tracking levels of change related commitment/resistance as the change unfolds
Measuring the success of the actions and progress of the change
Updating project plans and diagnosing new barriers to implementation
Facilitating corrective and enhancing action planning for the change project

Resistance Behaviour

Aim

Enables change agents to estimate people's position on the resistance curve for a specific change.

Note: This tool is best used in a focus group setting.

Purpose

Identifying mitigation actions that will help people adopt to the change more effectively.

Uses

Identifying the types of resistance behaviours that are visible among individuals and groups
Planning effective mitigation actions

Resistance Reasons

Aim

Helps change agents identify the underlying reasons why people are resisting a change.

Purpose

Identifying the causes of resistance and planning mitigation actions.

Uses

Capturing the reasons why an individual or group may be resisting a particular change
Pinpointing specific concerns that might make change progress among key individuals and groups slow down or stop
Updating project plans and diagnosing new barriers to implementation

Sponsor

Aim

Enables successful sponsor performance on a specific change.

Purpose

Educating, developing and supporting sponsors to be effective change leaders.

Uses

Educating sponsors about the critical capabilities of successful change sponsorship
Facilitating a sponsor and change agent “contract” for specific behaviours during the change
Assessing sponsor actions to determine where development or support is required
Aiding sponsor self-assessment during a change

Note: This tool is available in both in “I” (for self-assessment) and “they” versions (others make the assessment).

Organisation-level Tools

The following tools are non-standard and are available for an additional license fee.

Change Demand

Aim

Analyses the cumulative demand for change being placed on an organisation.

Purpose

Identify whether an organisation can successfully assimilate a new change project(s) together with the existing changes and workloads that would be competing for time, resources and energy.

Uses

Estimating the cumulative impact of all changes on an organisation
Identifying key drivers of demand
Diagnosing barriers to change implementation caused by any potential overload
Facilitating action planning for balancing demand with available change capacity

Organisational Capacity

Aim

Measures an organisation’s capacity to implement new change projects or programs.

Purpose

Assessing the amount of organisational change capacity required to deliver specific change projects or programs.

Uses

Estimating the degree of change that is being generated in an organisation
Identifying key factors contributing to the existing organisational capacity
Diagnosing organisation-wide barriers to implementation success
Planning strategic actions for improving organisational change capacity