Use of the Bull’s-Eye Survey in Change Initiatives

1. Identify Personal Values (Build Engagement)

Participants complete the BEVS individually, ie each participant identifies values relating to:

·         Work/education

·         Relationships

·         Leisure

·         Personal growth/health.

This helps to identify:

• What matters at work
• What these elements stand for
• What kind of colleague/leader you want to be during change.

Outcome: Personal investment increases, which boosts engagement and reduces resistance.

2. Diagnose Values–Behaviour Misalignment

People plot where they are currently acting in line—or out of line, with their values.

Common misalignments in change:

• Value: “Collaboration”
  Misbehaviour: Working in silos due to pressure
• Value: “Learning”
  Misbehaviour: Avoiding new systems because of fear
• Value: “Respect”
  Misbehaviour: Withholding honest feedback.

Outcome: Identification of human barriers to change that technical change plans miss.

3. Create Personal Commitments for the Change

Individuals specify small, practical and value-aligned actions.
Examples:

• “I will openly share concerns about the new system in meetings, rather than post-meeting complaining.”
• “I will schedule 30 minutes every week to learn the new data platform.”
• “I will ask 2 colleagues weekly how I can support them during the transition.”

Outcome: This forms behavioural micro-commitments that strengthen change readiness.

4. Align Personal Values with Organisational Values

Facilitators map individuals’ values to the organisation’s purpose and change narrative.

This helps articulate:

• Why the change matters
• How the change supports what people care about
• Where personal purpose meets organisational strategy

Outcome: A more compelling, human-centred case for change.

5. Use BEVS in Leadership Development

Leaders complete the survey to understand:

• Where their leadership is values-aligned
• Where stress is pushing them off course
• How their behaviour supports or undermines the change.

Leaders can then model value-aligned behaviour, increasing trust and psychological safety.

Benefits for Change Management

1. Reduces resistance

Because change becomes personally meaningful.

2. Increases emotional resilience

People learn to act according to values, rather than emotion-driven avoidance.

3. Strengthens ownership

Participants create their own behavioural commitments.

4. Improves communication

Values clarify how to speak openly, honestly and respectfully during change.

5. Sustains change

Values are stable over time—unlike goals—so behaviour is more likely to be maintained.

Example: Using the Bull’s-Eye Survey in a Change Workshop

1. Introduce values (short ACT-based discussion).
2. Participants complete the BEVS individually.
3. Small group reflection:
• What values matter most to you at work?
4. Gap analysis:
• Where are you close to the bullseye?
• Where are you far away?
5. Identify barriers (fear, workload, unclear expectations, etc).
6. Create value-aligned actions for the next 30 days.
7. Share optional commitments with colleagues to build accountability.
8. Revisit the BEVS after 90 days to measure alignment shifts.

(main source: Russ Harris, 2019)