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Instructions

Place a check mark next to those statements which accurately describe the current status of your change effort. Within each section, you may check as many or as few of the boxes as appropriate. Simply check those statements that you believe reflect your current reality.

Click the "Submit" button.

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Clarity of Direction
	Most stakeholders understand the business case, vision and desired results of our changes.
	We have identified change initiatives and activities to handle the full scope of the changes we require, including organizational, technical, human and cultural initiatives.
	We have successfully built and communicated an overall change strategy for how we will lead, support, and pace our changes.
Integration and Alignment
	We have structures and processes for integrating and aligning all of our key change initiatives as they are planned and implemented.
	Our leaders are aligned, committed and supportive of the change.
	The leaders of the ongoing business and the leaders of the change have clear roles, decision-making authority, and plans about how to change the business while continuing to run it successfully.
Resources and Pacing
	We have identified and mobilized the necessary resources (e.g., business, human, technical, change leadership, financial) for executing our changes to completion.
	We have designed and communicated a realistic pace for our change based on the actual work required rather than on an arbitrary timeline.
	We have adjusted people’s workloads to create adequate time for making the changes.
Change Methodology
	We have provided our initiative leaders with a common change methodology and process roadmap for how we will plan, design, and implement all of our change initiatives.
	Our change methodology fully attends to the human and cultural dynamics required to achieve our expected ROI from our organizational and technical solutions.
	Our change methodology is flexible enough to handle the unplanned for human and process dynamics of transformational change as they emerge.
Internal Change Capability
	We have adequately developed our senior and mid-level leaders into competent change leaders who can handle the human dynamics and process complexities of leading our transformation.
	We have provided our other stakeholders with the necessary change leadership training, tools, and support required to lead and implement our changes successfully.
	We have adequate plans to support our people's emotional reactions throughout the change process.
Modeling Our Future
	We have overtly defined the mindsets and behaviors we need our leaders to model.
	Our change leaders are making the personal changes required of them to model our desired mindsets, behaviors and culture.
	We have rewards, feedback processes and coaching in place to ensure that our change leaders are modeling our desired culture.
Communication and Engagement
	We regularly communicate (inform, inquire, and listen) up, down, and across the organization in support of our changes.
	We minimize one-way, "tell" oriented communications, and maximize two-way, highly interactive communications.
	We engage our stakeholders throughout the change process — early in design, as well as throughout implementation — giving as much local control of decision-making as possible.
Course Correction
	We regularly gather information and monitor our change strategy and process plans for insights about how to adjust course to produce our desired outcomes.
	We are quick to course correct ourselves, our change strategy and plans, and our desired outcomes as new information arises.
	We make it safe to acknowledge mistakes and capture lessons from failure, and have built a user-friendly process for sharing our learning across the organization.

Role Of The Change Leader: Key Responsibilities

Clarify Case For Change     & Scope

Develop Your Change     Strategy

Establish Conditions For     Success

Build Your Change     Process Plan

Support People To     Contribute Fully

Model The Change

Use Multi-Directional     Communications

Monitor, Learn, Course     Correct

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