Technique 1.212 Change Leader Maturity Assessment
Introduction
This assessment explores discipline, leadership and human insight to ensure strategic choice, networks, culture, agility and digital scaling; it aims to shift change from episodic programs to enduring capability.
Rate each statement on a 1–5 scale by basing scores on current behaviour, not aspiration. Then aggregate scores by domain and overall tally.
Rating Scale
1 = Not evident
2 = Reactive/ad hoc
3 = Defined but inconsistent
4 = Embedded and consistent
5 = Role-modelled and continuously improved
Scoring Statements
1. Strategic Choice, Purpose & Value Creation
| Statement | Score (1-5) |
|---|---|
| 1.1 The change addresses a clearly defined strategic problem or opportunity | |
| 1.2 Leaders can articulate why this change now | |
| 1.3 Digital/AI initiatives are explicitly linked to value creation | |
| 1.4 Trade-offs about what not to change are openly acknowledged | |
| 1.5 Success is measured in outcomes, not activity |
Domain score (out of 25): ___
2. Leadership Alignment, Sponsorship & Governance
| Statement | Score (1-5) |
|---|---|
| 2.1 Senior leaders actively sponsor the change | |
| 2.2 Accountability for outcomes is clear and shared | |
| 2.3 Decision rights (especially for digital/AI use) are explicit | |
| 2.4 Political and power impacts are identified and managed | |
| 2.5 Governance supports speed and discipline |
Domain score (out of 25): ___
3. Engagement, Persuasion & Informal Networks
| Statement | Score (1-5) |
|---|---|
| 3.1 Stakeholders are involved early in shaping solutions | |
| 3.2 Dissenting views are welcomed and explored | |
| 3.3 Informal influencers are intentionally engaged | |
| 3.4 Change messages travel through trusted relationships | |
| 3.5 People understand trade-offs, not just benefits |
Domain score (out of 25): ___
4. Mindsets, Beliefs & Psychological Safety
| Statement | Score (1-5) |
|---|---|
| 4.1 Leaders explore underlying assumptions and fears | |
| 4.2 Resistance is treated as insight, not obstruction | |
| 4.3 Safe-to-fail experiments are encouraged | |
| 4.4 People feel safe admitting uncertainty or skill gaps | |
| 4.5 Learning is prioritised over short-term perfection |
Domain score (out of 25): ___
5. Culture, Norms & Adaptive Capacity
| Statement | Score (1-5) |
|---|---|
| 5.1 Leaders distinguish technical fixes from adaptive change | |
| 5.2 Cultural strengths are leveraged to support change | |
| 5.3 Norms around authority, expertise and judgement are evolving | |
| 5.4 Symbolic actions reinforce desired behaviours | |
| 5.5 Change pace is actively regulated |
Domain score (out of 25): ___
6. Execution Discipline, Capacity & Pace
| Statement | Score (1-5) |
|---|---|
| 6.1 Change initiatives are prioritised and sequenced | |
| 6.2 Timelines reflect learning curves and complexity | |
| 6.3 Change leaders have sufficient authority and bandwidth | |
| 6.4 Additional workload is acknowledged and offset | |
| 6.5 Short-term wins are deliberately designed |
Domain score (out of 25): ___
7. Work Design, Systems & Digital Enablement
| Statement | Score (1-5) |
|---|---|
| 7.1 Workflows are redesigned around digital/AI tools | |
| 7.2 Roles and decision rights reflect human–AI collaboration | |
| 7.3 Incentives reinforce learning, judgement and ethics | |
| 7.4 Data quality, risk and governance are embedded | |
| 7.5 Capability building happens while engaging in real work |
Domain score (out of 25): ___
Comments
Overall Scoring
Maximum score:Your total score: ___ /175
Maturity Levels Based on Score
Level 1 — Fragmented & Reactive (under 79)
- Change driven by crisis or pressure
- Technology ahead of leadership capability
- Resistance high, trust low
Primary leadership task:
Clarify purpose, build safety & slow down
Level 2 — Program-Led Change (80–119)
- Multiple initiatives, limited coherence
- Leadership sponsorship uneven
- Learning largely local
Primary leadership task:
Align leaders, redesign work, address hidden resistance
Level 3 — Aligned & Learning-Oriented (120–140)
- Clear strategy and improving engagement
- Change supported by governance and systems
- Growing digital and adaptive capability
Primary leadership task:
Scale selectively, embed incentives, strengthen networks
Level 4 — Integrated & Adaptive (141- 160)
- Change embedded in how work is done
- Leaders role-model new behaviours
- Strong human–digital collaboration
Primary leadership task:
Institutionalise capability and develop future leaders
Level 5 — Change-Capable Organisation (160+)
- Continuous adaptation is normal
- Culture, systems, and leadership aligned
- Organisation learns faster than conditions change
Primary leadership task:
Ecosystem leadership and long-term societal impact.
(sources: HBR, 2011; HBR, 2021)