{Name (First):4.3}, your change challenge score is {Total:39}, and is small to medium in scale and/or is non-complex.

Your score is between 10-14 and therefore considered a non-complex change. You may be considering a change that has a discreet impact on your organisation, is small to medium size in scale and does not necessarily require any significant behavioural response.

The focus of your change preparation and activity should be on engaging stakeholder groups effectively and delivering fit-for-purpose communication and non-complex training.

You may also want to scan for other changes that are potentially impacting your audience at the same time and assess the capacity to digest multiple changes. Defining success measures and tracking indicators of success along the way is important for success.

Blue Seed Recommendations

We recommend you inject some expert advice early on to ensure detailed change impacts are accounted for and that your change strategy is appropriate.

During this change discovery phase, we typically conduct deep dive analyses to determine:

• Specific people impacts associated with logistics, culture change and personal impact at the employee level
• Stakeholders and their explicit engagement and communications needs as related to the changes (internal and external)
• Leadership capacity and capability for managing this change
• All critical success criteria for ongoing tracking and reporting of the change program

You can then consider allocating dedicated change practitioners to the design, build and implementation phases of the project.

{Name (First):4.3}, your change challenge score is {Total:39}, and is medium to large in scale and/or has medium complexity.

Your score is between 15-22 and you may be considering a change that has a medium impact on your organisation. Most likely it is affecting more than one aspect of the organisation (e.g. technology, process, roles), is medium to large in scale and may require a re-alignment in some behaviours.c

The focus of your change activity should be on fit-for-purpose stakeholder engagement, communication and training, and should be reinforced with behaviourally focused activity. Define the implications of this change for various audiences via high level impact mapping and work to create change readiness with them.

You may also want to consider other changes that are potentially impacting your audience(s) at the same time and their capacity to digest multiple changes. Defining success measures and tracking indicators of success along the way is important for success.

Blue Seed Recommendations

We recommend you inject some expert advice early on to ensure detailed change impacts are accounted for and that your change strategy is appropriate.

During this change discovery phase, we typically conduct deep dive analyses to determine:

• Specific people impacts associated with logistics, culture change and personal impact at the employee level
• Stakeholders and their explicit engagement and communications needs as related to the changes (internal and external)
• Leadership capacity and capability for managing this change
• All critical success criteria for ongoing tracking and reporting of the change program

You can then consider allocating dedicated change practitioners to the design, build and implementation phases of the project.

{Name (First):4.3}, your change challenge score is {Total:39}, and is large in scale and/or has high complexity.

Your score is between 23-30 so you may be considering a change that has a high impact on your organisation, affecting multiple aspects of the business (e.g. technology, process, roles, customers), is large in scale and requires a re-alignment in behaviour and culture.

Your change strategy and activity effectiveness will be critical to achieving your organisational change outcomes. Deep impact assessment is required and should be expanded across all identified impacted groups. Define the change implications for leaders and consider a leader-led change campaign. Deep analysis of cultural impact may be required. Development of competency-based training is recommended for impacted roles along with a detailed communications plan to support engagement, alignment and operational continuity.

You should consider if your audience has the capacity to digest the depth and complexity of this and other changes and what readiness planning and activity is required. Development of a 'Single View of Change' will support effective roll out. Defining success measures and tracking indicators of success along the way is critical to success.

Given the significant nature of the changes, your organisation may benefit from a 'Change Maturity Assessment' to ensure you have the right people skills, structures and governance in place to effectively deliver the organisational change agenda.

Blue Seed Recommendations

We recommend you inject some expert advice early on to ensure detailed change impacts are accounted for and that your change strategy is appropriate.

During this change discovery phase, we typically conduct deep dive analyses to determine:

• Specific people impacts associated with logistics, culture change and personal impact at the employee level
• Stakeholders and their explicit engagement and communications needs as related to the changes (internal and external)
• Leadership capacity and capability for managing this change
• All critical success criteria for ongoing tracking and reporting of the change program

You can then consider allocating dedicated change practitioners to the design, build and implementation phases of the project.

{Name (First):4.3}, your change challenge score is {Total:39}, and is large in scale and/or has very high complexity.

Your score is between 31-50 so you may be considering a transformational change that has a major impact on your organisation, affecting most or all aspects of the organisation (e.g. org structure, technology, process, roles, customers), is complex and sizable in scale and requires a re-alignment in behaviour and culture.

Your selected change strategy and activity effectiveness will be critical to achieving your organisational change outcomes. An extensive impact assessment is required and should be expanded across all identified impacted groups. Define the change implications for leaders and consider a leader-led change campaign. Deep analysis of cultural impact may be required. Development of competency-based training is recommended for impacted roles along with a detailed communications strategy and plan to support engagement, alignment and operational continuity.

You should consider if your audience has the capacity to digest the depth and complexity of this and other changes and what readiness planning and activity is required. Development of a 'Single View of Change' will support effective roll out. Defining success measures and tracking indicators of success along the way is critical to success.

Given the transformational nature of the changes, your organisation would benefit from a 'Change Maturity Assessment' to ensure you have the right people skills, structures and governance in place to effectively deliver the organisational change agenda.

Blue Seed Recommendations

We recommend you inject some expert advice early on to ensure detailed change impacts are accounted for and that your change strategy is appropriate.

During this change discovery phase, we typically conduct deep dive analyses to determine:

• Specific people impacts associated with logistics, culture change and personal impact at the employee level
• Stakeholders and their explicit engagement and communications needs as related to the changes (internal and external)
• Leadership capacity and capability for managing this change
• All critical success criteria for ongoing tracking and reporting of the change program

You can then consider allocating dedicated change practitioners to the design, build and implementation phases of the project.