Transformation Success Score™

This is a free diagnostic tool to discover your personal Transformation Success Score.

You would know there are high failure rates of business change and transformation in the workplace. I'm committed to help you and others in the field build skills and improve the likelihood of success. This diagnostic will allow you to measure your skills in designing and implementing transformations. You can then set a development goal, and re-take this assessment at any stage in the future. You can track how your confidence is growing, and what areas you need to develop to get maximum assurance of success.

This relies on you to honestly self-reflect on your work practices and behaviours as they are currently. It will take you 5 minutes and you will receive your Transformation Success Score and recommendations based on your personal score.

If you just want a copy of the 50 work practices and don't have time to take the diagnostic tool, just email me and I'll send it to you.

2 important questions you may have:

1. Who is this self assessment for?

This diagnostic tool is for anyone who is executing a re-organization, business innovation, digital transformation, strategic or cultural change. I refer to this role as a "Transformation Leader" however your title is likely to be different to this, for example: you may be a finance manager, marketing manager, project manager, program manager, change manager, organizational development manager, chief transformation officer, strategy manager, business manager or management consultant. Whatever your title, and whether you are responsible for one project or a whole program of initiatives, these 50 work practices are essential for transformation success.

2. How has this diagnostic been developed?

I’ve developed this diagnostic based on my experience of delivering over 50 business, cultural and digital transformation programs. My success rate is over 95%, compared with the industry norm of around 30% (according to McKinsey and other research). My approach is based on my learnings from several fields including change management, project management, agile, design thinking and problem solving, based on my experience at McKinsey, Accenture and over 25 years in management consulting. I include here the 50 most important work practices and behaviours of a Transformation Leader. If you nail these, you are well placed to deliver successfully.

Receive your personal diagnostic report - free! Fill in your name and email address below to receive your results, your overall Transformation Success Score and recommended actions. I will treat your email and information in accordance with our FutureBuilders core values of respect, confidentiality and privacy.

With best wishes for your transformation success,

Lisa Carlin

Instructions: Think about the key business innovation, change project or digital transformation program you're working on now, or the most recent. For each work practice listed, rate how confident are you: low, medium, or high. If you aren’t sure what it means, or haven’t had a chance to demonstrated this particular work practice, then your answer is low (you have low confidence in this work practice). If it is something you can do easily, then your answer is high (highly confident).
Low Medium High
1. I set up the transformation initiative taking an integrated perspective across business strategy, project management and change management, considering the organisation’s culture.
2. I design each task to achieve the business need, project requirements AND build people engagement in the change simultaneously.
3. I use structured problem-solving techniques to design the transformation.
4. I show stakeholders the strategic context for the transformation, using visual diagrams where possible.
5. I co-design my solutions with the people who are impacted.
6. I show respect to everyone involved, including the stakeholders, management and people being impacted by the change by asking for their opinions and building this into the plans.
7. I suspend judgement, taking a design thinking, divergent approach before converging prematurely on a structured hypothesis.
8. I monitor the bigger strategic context in the organization, to determine how this might impact my project(s).

Instructions: Rate how confident you are: low, medium or high.

Low Medium High
9. I scope out the project(s), summarizing this clearly in a one page project brief or project charter.
10. I capture the essentials of the change strategy in one page.
11. I develop a project plan at the level of granularity I need to coordinate tasks to deliver to milestones.
12. I document a strong commercially-oriented business case, including financial and non-financial benefits.
13. I pitch a business case, couched in strategic and commercial terms to influence a positive outcome.
14. I am clear on the skills needed to resource the transformation.
15. I surround myself with competent transformation resources to the extent that it is in my remit.
16. I ensure project reporting is customized to the audiences with a regular, appropriate cadence.
17. I use AI and other digital tools to work efficiently.

Instructions: Rate how confident you are: low, medium or high.

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18. I am clear on my personal purpose which energizes my transformation work.
19. I am aware how to leverage my own strengths in leading transformations.
20. I can articulate my 2-3 developmental areas where I need to improve to deliver change and transformation more successfully.
21. I have trusted colleagues, peers or a mentor that I seek out regularly for input and advice to test my thinking in a safe space, as I understand that this type of work is greatly enhanced by input from different perspectives.
22. I draw upon my transformation team and colleagues for their strengths, particularly in areas where their skills are stronger than mine.

Instructions: Rate how confident you are: low, medium or high.

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23. I put in place effective, streamlined governance processes.
24. I design the execution architecture (governance structures) to build buy in and support.
25. I ensure effective steering committee support to the extent that is in my remit.
26. I implement cross-functional working groups to build momentum.
27. I fully leverage other additional business resources outside the key project team (outside the main project resources) to create a multiplier effect.
28. I know how to build enthusiasm for projects.

Instructions: Rate how confident you are: low, medium or high.

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29. I can clearly describe the culture within which I am working.
30. I can list exactly what it takes to succeed within this culture.
31. I know how to position my recommendations to get cut through in this culture.
32. I take great care to design my approach to work effectively within the culture.

Instructions: Rate how confident you are: low, medium or high.

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33. I know exactly who my key priority stakeholders are.
34. I implement a consistent stakeholder strategy.
35. I take time upfront to meet with key stakeholders individually to determine their perspective.
36. I know how to leverage my time effectively in stakeholder management.
37. I consciously consider how different stakeholders will respond to initiatives, and act accordingly.
38. I position my recommendations to influence my key stakeholders.
39. I gain the respect of my key stakeholders.

Instructions: Rate how confident you are: low, medium or high.

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40. I work with leaders in the business to build sponsorship and role modelling of the change.
41. I take appropriate action if there is insufficient or inconsistent leadership or sponsorship support.
42. I show leadership in addressing sources of potential resistance.

Instructions: Rate how confident you are: low, medium or high.

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43. I develop a communications plan for the transformation using mixed media.
44. I adjust the depth and style of my reporting to my audience, including one page summaries for executives.

Instructions: Rate how confident you are: low, medium or high.

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45. I follow a clear process to prioritize projects, initiatives or tasks that I’m working on.
46. I regularly re-balance or re-prioritize work, including issues and risks.
47. I mitigate the key risks I’ve identified.

Instructions: Rate how confident you are: low, medium or high.

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48. I develop a plan to deliver the skills and work practices required.
49. I measure work practices and behaviours before and after changes are introduced.
50. I build a psychologically-safe, learning culture around me, tracking feedback and improving practices.