Change impact assessment tool

Quiz Questions

• 1.
  What is the size of your organisation?

  • A.
    Less than 100 people
  • B.
    Between 100 and 500 people
  • C.
    Between 500 and 2,000 people
  • D.
    Between 2,000 and 10,000 people
  • E.
    More than 10,000 people
• 2.
  What is the main reason for the change?

  • A.
    Strategic change in direction
  • B.
    Efficiency drivers
  • C.
    External (Legislation/Regulation)
  • D.
    Reform or remediation
  • E.
    Growth or expansion
  • F.
    Other
• 3.
  Who are the impacted groups?

  • A.
    Internal to the organisation only (Leaders, teams, departments, roles)
  • B.
    Internal and external groups (Customers, suppliers etc)
  • C.
    External only
• 4.
  Where are the impacted groups located?

  • A.
    One location only
  • B.
    Various sites/locations in the same country
  • C.
    Internationally - across multiple countries
• 5.
  Approximately what % of internal people are impacted by the change? 

  • A.
    Less than 10%
  • B.
    More than 10% but less than 25%
  • C.
    Between 25% and 50%
  • D.
    Between 50% and 75%
  • E.
    Between 75% and 100%
  • F.
    All of the organisation
  • G.
    Not sure
• 6.
  How many of these areas are changing?

  Image Source

  • A.
    One to two areas
  • B.
    Three to five areas
  • C.
    All six areas
  • D.
    More than these six areas
• 7.
  What is the time horizon of the change?

  • A.
    The next 3 months
  • B.
    The next 6 months
  • C.
    The next 12 -18 months
  • D.
    Longer than 18 months

Quiz Outcomes

• 1.
  Low impact

  From the answers you have provided it is a comparatively low impact. Now that doesn't mean there isn't work to be done. To effectively deliver change you will still need to engage the leaders of the areas to introduce the change. Changes can be smaller but intense and still require quite some effort to make sure it is well sponsored and effective. A shared understanding of the change is necessary, and co-design on solutions will ensure it is effective.Before We Go Any Further, Let Me Introduce MyselfHi there, I’m Therese Pares, founder of myvirtualchangemanager.com I enjoy sharing my extensive experience in the world of change management and leadership, cultural and transformationial change in organisations. Through improving our ability to manage and lead change we can improve the journey that our people have when it comes to change. Change and transformation when done well, can be a positive and engaging experience!And if you’re looking for more information, tools and techniques we’ve got your back, too 🙌 With nearly two decades of experience, whether it’s change capability, change leadership skills or getting your organisation change ready, we can support you so you can leverage our experience and avoid the pitfalls of poorly managed change.Looking for extra resources to help you in the world of Change? Read on, friend...1) Read this post about Change impact assessments and the questions you can ask which can help further unpack impacts.2) Listen to this episode of Next Level Change Success. Where I go through some real world tips for assessing change impacts and traps that many fall into.3) Jump right in. Start upskilling right now in an affordable, practical way and check out our Operational Change Management course. One of the most cost effective ways to gain an understanding of the basics of change.Most of all stay in touch!
• 2.
  Medium to High impact

  Based on how you answered the questions, the level of change impact is medium/high. This means a fair amount of change effort will need to be applied to make sure the change is effective. Without doubt for this type of change there needs to be strong change leadership.In addition to this, it is necessary to align the change approach to the culture of the organisation and to have extensive interventions in place. Before We Go Any Further, Let Me Introduce MyselfHi there, I’m Therese Pares, founder of myvirtualchangemanager.com I enjoy sharing my extensive experience in the world of change management and leadership, cultural and transformationial change in organisations. Through improving our ability to manage and lead change we can improve the journey that our people have when it comes to change. Change and transformation when done well, can be a positive and engaging experience!And if you’re looking for more information, tools and techniques we’ve got your back, too 🙌 With nearly two decades of experience, whether it’s change capability, change leadership skills or getting your organisation change ready, we can support you so you can leverage our experience and avoid the pitfalls of poorly managed change.Looking for extra resources to help you in the world of Change? Read on, friend...1) Read this post about Change impact assessments and the questions you can ask which can help further unpack impacts.2) Listen to this episode of Next Level Change Success. Where I go through some real world tips for assessing change impacts and traps that many fall into.3) Jump right in. Start upskilling right now in an affordable, practical way and check out our Operational Change Management course. A cost effective way to get the tools and understanding you need to manage change - at your own pace!Most of all stay in touch!
• 3.
  High impact

  Based on how you answered the questions the impact of your change is high and transformative for your organisation. For a change of this size, it is critical that you approach the change in an organised way that appropriately scales the change approach to the level you require. Change leadership requirements are extensive and need to be understood at all levels. Ownership of this change by your leadership team is not an option.For this large change, there is no doubt that there will also need to be consideration of the cultural drivers of an organisation which can support or hinder progress.Before We Go Any Further, Let Me Introduce MyselfHi there, I’m Therese Pares, founder of myvirtualchangemanager.com I enjoy sharing my extensive experience in the world of change management and leadership, cultural and transformationial change in organisations. Through improving our ability to manage and lead change we can improve the journey that our people have when it comes to change. Change and transformation when done well, can be a positive and engaging experience!And if you’re looking for more information, tools and techniques we’ve got your back, too 🙌 With nearly two decades of experience, whether it’s change capability, change leadership skills or getting your organisation change ready, we can support you so you can leverage our experience and avoid the pitfalls of poorly managed change.Looking for extra resources to help you in the world of Change? Read on, friend...1) Read this post about Change impact assessments and the questions you can ask which can help further unpack impacts.2) Listen to this episode of Next Level Change Success. Where I go through some real world tips for assessing change impacts and traps that many fall into.3) Jump right in. Start upskilling right now in an affordable, practical way and check out our Operational Change Management course. A cost-effective way to get an understanding of change basics.Most of all stay in touch!