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Thank you for completing the Change Factory Transformation Diagnostic.
The diagnostic consists of 72 true/false questions. When you have completed the diagnostic, we will compile a report outlining the areas of strength and weakness in your organisation in terms of your capacity to execute a transformation project. We will send this report to you, free of charge.
Your answers will remain confidential. We may, at our discretion, release the aggregate answers to the public from time to time, but at no point will any data be released that identifies you, your role, or your organisation.
If you have any queries, please don't hesitate to get in touch at [email protected]. |
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| Thank you for your interest. Please answer the following questions to help us understand the transformation project you are undertaking. |
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| What situation are you facing that has prompted you to embark on a transformation project? | | | | Can you briefly explain the nature of the transformation you are considering? | | |
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| There are no measures in place to calculate the effectiveness of the change in improving our business results. |
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| We have defined the desired future state--including numerical targets--that we wish our organisation to achieve. |
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The purpose for undertaking the change is not clear or documented.
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| The executive team and other critical functions do not agree on the necessary outcome of the project. |
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We have not spent a significant amount of time evaluating alternative solutions.
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| Our project received funding through a business case critically reviewed by senior management. |
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We do not have a documented strategic plan.
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| The project team has limited knowledge or understanding of the drivers of business success for our organisation. |
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| We have calculated the benefit that will accrue to the organisation by completing the change, whether financial or otherwise. |
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| Our business case included an assessment of the risks that would be ameliorated or eliminated as part of the project. |
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| The Executive Team is unaware of the financial costs and financial benefits of completing the change. |
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| A risk analysis has been completed to determine what will prevent us from delivering our change project on time and/or within budget. |
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| A project budget has been specified, and the project team must work within that. |
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| The budget is evaluated regularly against the activities to be completed. |
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| In allocating the budget we considered in detail the degree of change required in the organisation, and included the impact of that in calculating the required budget. |
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| Our budget is apportioned across all activities outlined in our project plan, rather than being treated as a pool of unallocated funds. |
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| We do not have an approved policy defining the acceptable outcomes for the transformation project. |
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| The project team is solely responsible for decisions regarding project outcomes and does not rely on input from a Steering Committee. |
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| The project team is not required to provide a regular report on progress in achieving the desired transformation to the Executive. |
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| No plans are in place to audit the degree to which business units have adopted the change after the project is complete. |
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| The project team has an active sponsor on the Executive Team. |
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| Each Executive Leader within affected business areas has nominated a manager within their business area to engage with the project team. |
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| Managers nominated to attend programme engagement meetings and workshops do attend unless they have an urgent and important conflict. |
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| Executive team members mention the project in a positive light regularly at executive and other stakeholder meetings. |
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| Managers from affected business units, or their representatives, have been involved in the planning phase of the project. |
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| We have conducted a risk analysis that includes an assessment of the likelihood and impact of events that will prevent us from delivering critical elements of our project. We have built risk amelioration or elimination measures into our project plan. |
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| Progress on our project is/will be driven by a strong deadline end-date. |
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| We have not conducted an in-depth analysis of our current circumstances. |
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| A training needs analysis is not included in the project plan. |
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| Before we outlined the activities involved in completing this project, we conducted an analysis of our existing environment to determine the root causes of unsatisfactory levels of performance. |
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| I am unsure about the relevance and impact some of the actions listed in our project plan will have on the outcomes of the project. |
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| We have developed a timeline for completion of project activities based on the level of support and time required to embed the change in each business area. The timeline includes allowances for current business commitments. |
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| Nobody on the project team has experience in an organisation that resembles our desired future state. |
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| Nobody on the project team has experience in implementing the change we are planning. |
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| Our training plan includes development opportunities for the project team in both the skill and knowledge we require to support the organisation. |
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| A training model has been developed that includes post-training follow-through actions for participants. |
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| We have a communication goal and a communications strategy that describes what we want to achieve through the key messages for each audience, and the channels we will use for providing messages (presentations, email, newsletter, intranet etc.). |
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| We do not formally collect data to measure the effectiveness of our communication strategy. |
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| Our communications messages have been incorporated into our training material and training programme. |
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| I am unsure about the relevance and impact that some of our communication activities will have on the outcome of the project. |
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| We do not have a documented stakeholder management strategy. |
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| We have no specific plans to influence stakeholders. |
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| A large majority of managers of the business units understand and accept their responsibility in making the project a success. |
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We have no formal mechanism in place for gaining feedback from stakeholders on their views of the project.
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| We have not assessed the impact of the change on our performance management scheme. |
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| The outcomes of the change project are included in performance appraisals. |
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| We do not have any performance indicators in mind to measure the degree to which the change is embraced. |
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| We plan to generate regular reports on change adoption performance indicators that are presented to senior management at least quarterly. |
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| We have not assessed whether the implementation of the change will affect the number of people we employ. |
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| We have assessed the change in organisational processes required to affect the change. |
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| We have determined which functions of our business will be key once the change is implemented, and our future organisational structure reflects that by positioning the key functions close to the senior manager. |
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| We have no plans to review levels of authority, individual capability, or data access requirements as part of this change. |
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| We have determined the impact of this project on the competencies required for people to complete their tasks well in the post-change environment. |
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| We plan to perform an audit of our competency development framework post-implementation to ensure we have captured all changes that are required by the change. |
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| We have assessed the competency gaps in our organisation after the implementation of the change. |
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| We have a development plan for all of our people to fill the competency gaps after the implementation of the change. |
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| We are able to clearly and succinctly articulate the benefits that will accrue to those who adopt the change. |
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| Managers in the organisation have a clear understanding of the benefits of the change, and have prioritised and planned activities to implement the change. |
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| We have not performed any risk analyses on the degree to which different groups in the organisation are likely to be resistant to or supportive of the change. |
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| We have not determined for individuals or groups what they perceive they will have to give up as a result of the change. |
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| We have developed differentiated training programmes based on a segmentation of employees with respect to their existing competency levels. |
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| We are only using one mode of training (e.g. instructor-led, e-learning etc.) to provide new skills and knowledge to our staff. |
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| We have considered how the outcomes of this project will affect the content of our induction programme. |
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| We are confident we can measure the impact of our training on: (1) skill and knowledge retention; (2) changes in behaviour; and (3) changes in business results. |
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| We have selected a network of change champions who are capable coaches, whose role is to help their colleagues through the change. |
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| The project team includes representatives from Learning and Development, or at least one individual with a Learning & Development background. |
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| We have created coaching materials and guidelines to help coaches execute their roles. |
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| We have thoroughly screened and trained our coaches and mentors and evaluated their results to be assured that they can execute and are executing their role. |
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| We plan to provide post-implementation peer-to-peer support options (e.g. face-to-face or electronic forums). |
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| We plan to provide a variety of resources to employees to help them with the transition (e.g. desktop guides, reference material etc. as appropriate). |
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| We have no plans to provide employees with specific skills and knowledge that will help them to cope with the transition. |
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| The project team communicates with employees regularly through a wide variety of mediums such as newsletters and emails. |
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| Almost done! Please answer the following demographic questions to help us contextualise your change, and provide us with your contact information. |
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| * Your name: | | | | * Your role: | | | | * Your organisation: | | | | * Your involvement with the project (e.g. Executive Team, Project Team etc.): | | |
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| * A contact phone number; please include your country code if outside Australia, and area code: | | |
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| * What is the best way for us to get in touch with you to discuss your results? |
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