Change is bigger, faster, more complex and more cross-functional than ever.

And doing it well is more important than ever.

Your workplace is probably juggling some or all of these at the same time, in addition to BAU:

  • New programs
  • New systems
  • New processes
  • New products
  • New ways of working

You’re also probably struggling to do them well.

You’re not alone.

But it doesn’t have to be a struggle.

With the right organisational mindset, behaviours, systems and processes, you can achieve your wildly important goals.

To achieve your most important goals, you need to know where you're starting from – and what good looks like.

With change now a fundamental part of organisational life, the ability to measure it has become critical.

That’s why we partnered with Deakin University to develop an evidence-based model of change capability and diagnostic tool.

With our Change Capability Diagnostic, you can find out exactly where you stand and what needs improving to achieve your goals.




Our evidence-based moel of change capability

Being great at change puts you miles ahead of your competitors.

But it’s never been easy to measure or quantify. Until now.

Key factors that determine your ability to change

From our evidence-based model developed with Deakin University

Leadership Commitment
to Change

Leaders are committed to building a change-capable organisation and demonstrate this through their actions.

– Visible sponsorship

– Systemic accountability

– Commitment to change capability


The principles of good change practice are embedded in systems, processes, procedures and infrastructure.

– Change management infrastructure

– Portfolio management

– Capacity management


The organisational ecosystem enables mobility for individual initiatives, as well as sustainable change capability.

– Ready and willing people

– Supportive frontline leadership

– Skilled change leadership

– Change conducive culture

– Capability development

How to become great at change

1. Assess

Your change capability using our evidence-based diagnostic tool. This will give you a benchmark to measure future improvements.

2. Identify

Your risks, or what’s holding you back from successfully implementing change.

3. Plan

To build the change capability you need to deliver on your strategy.

4. Build

The right level of internal change capability.

How the Change Capability Diagnostic works

  • Your employees* complete a 20-minute survey
  • Our proprietary tool generates baseline scores across each dimension
  • We prepare a report
  • We work with you to create a tailored action plan to help you achieve your goals

*We recommend people who can comment on how change is managed at your organisation. This typically includes the executive team and their direct reports; project and change teams; stakeholders such as People & Talent, HRBPs and IT leaders; and individual contributors.

What you get

  • Your organisation’s top strengths and risks. This shows your starting point and where you most need to direct your efforts to achieve your goals.
  • A risk score for for each dimension and sub-dimension
  • An average score, for year-on-year benchmarking purposes
  • Recommendations you can implemenent straight away
It helped us focus in the right areas.

The diagnostic allowed us to understand our key strengths, our gaps, and our risk areas. This allowed us to focus in the right areas, towards the things that needed improving instead of where it wouldn’t add value.

Now, it’s very clear that everyone has a role in change. Accountability for the right things at the right levels has made a huge difference.

Melinda, Head of Change Enablement

Ready to find out where you stand and get a plan to achieve your goals?

Yes, let's talk