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Quiz

What do you need?

Let's work out your change-related needs in this short quiz.

Quiz Data

Your Recommendation

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Your Change Readiness

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Micro-learning

Short, focused modules—no fluff, just tools.
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100% Online

Access anywhere—zero travel required.
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On Your Schedule

Self-paced content at your speed.
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Outcome-Driven

Lessons tackle the questions that matter.
🤖
AI-Powered Coaching

Your 24/7 AI tutor trained on our content.
🎓
World-Class Mentorship

3 hrs one-on-one with Dr Steve Barlow.
📚
Cutting-Edge Content

Tomorrow’s best practices, today.

Take Our Free Change Readiness Quiz

1. Your team is facing a major change initiative. What’s your first move?

Roll out a directive and expect compliance Engage the team in shaping the approach Ask for ideas, then decide independently

2. During change, a key staff member becomes disengaged. How do you respond?

Initiate a one-on-one to explore their concerns Wait and hope they get back on track Refer them immediately to HR for performance management

3. A change message has created confusion across departments. What’s the best next step?

Host a Q&A to clarify intent and key messages Re-send the original message and add bold emphasis Do nothing and trust people will work it out

4. Leadership signals uncertainty about the change’s purpose. What do you do?

Seek clarification from leadership and align messaging Carry on delivering as best you can without explanation Filter the message and protect your team from confusion

5. You're launching a change that will affect multiple teams. What's most important?

Create a compelling vision of success Apply the same strategy across all departments Tailor your approach to different team dynamics

6. You receive mixed feedback on the change initiative. What's your next move?

Explore the differences and ask what’s behind them Highlight only the positive to maintain momentum Proceed with confidence — feedback always balances out

7. A long-standing team member is openly sceptical about the change. How do you respond?

Reframe them as a resistor and exclude them from future discussions Ask them to share their views in a team setting Recognise their past contributions to soften resistance

8. You’re asked to implement a change that lacks clear rationale. What’s your move?

Ask for the rationale and alignment with strategic goals Begin executing regardless — time is of the essence Try to make sense of it in your own way and lead forward

9. How do you measure the success of a change initiative?

Achievement of key performance indicators Demonstrated behavioural change and engagement over time Completion of rollout within deadline

10. One department is accelerating through change while another resists. What do you do?

Celebrate the fast movers and hope others catch on Meet with the resistant team to understand their perspective Set expectations and insist all teams move at the same pace

11. You’re tracking the change initiative. What signals do you prioritise?

Attendance at change briefings and events Employee engagement pulse checks Observable behaviours aligned with the change

12. You learn an influential leader is privately critical of the change. What do you do?

Initiate a private conversation to understand their concerns Ignore it unless it becomes a public issue Ask them to visibly support the change in meetings

13. A senior sponsor is asking for visible results quickly. What’s your move?

Deliver a quick win to showcase early traction Launch multiple initiatives simultaneously to generate results Reconfirm priorities and plan phased, visible success points

14. You’re closing out the first stage of the change journey. What’s crucial now?

Reflect on lessons, celebrate progress, and gather feedback Immediately plan the next phase before momentum drops Let things wind down naturally without formal reflection

15. If you could describe a change-ready organisation’s mindset in one word, what would it be?

Adaptive Committed Protective

Your Change Readiness Score

To deepen your organisation’s Change Readiness, explore our programs or book a free conversation.

Explore Change Readiness Programs

Transformation Pathway

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Reactive

Starting point: Low confidence in facing change

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Resilient

Building adaptability and emotional strength

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Ready to Lead

Applying change leadership with strategic impact

High Change Readiness – 85% adoption

Low Change Readiness – 35% adoption

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