Technique 4.12 Change-Management Bull’s-Eye Values Survey (BEVS)
Introduction
BEVS Is an assessment tool for assessing values–behaviour alignment during organisational change; there are 4 domains:
- Work/Education
- Relationships
- Personal Growth/Health
- Leisure
Instructions
- In each domain:
- Identify your key values during organisational change.
- Place an X on the bull’s-eye diagram to show how closely your current behaviour aligns with those values.
- Centre = fully aligned
- Outer ring = not aligned
- Answer the reflection questions.
- Identify small, practical actions to move closer to the bull’s-eye.
Domain 1: Work & Change Role
Examples of values in this domain
- Responsibility
- Professionalism
- Learning
- Adaptability
- Integrity
- Initiative
Questions
- What values matter most to you in your role during this change?
- Where would you place an X to show your current behaviour?
- What helps you stay aligned?
- What pressures pull you off-track?
- What small action would move you closer to the bull’s-eye in the next 7 days?
Domain 2: Behaviour & Execution
Examples of values
- Performance
- Efficiency
- Courage
- Quality
- Persistence
- Accountability
- Transparency
Questions
- What behaviours do you want to model during the change?
- Where do you feel “on track”?
- Where are you drifting from your values?
- What discomfort or fear drives that drift?
- What specific action would bring you 10% closer to your values?
Domain 3: Mindset & Emotions
Examples of values
- Resilience
- Openness
- Optimism
- Patience
- Curiosity
- Honesty about emotions
Questions
- Which emotional values matter most to you during difficult change?
- How well do you manage yourself under uncertainty?
- What emotions lead you away from your values?
- What helps you act on values instead of emotion?
- What small shift in mindset would bring you closer to the centre?
Domain 4: Collaboration & Culture
Examples of values
- Respect
- Trust
- Collaboration
- Compassion
- Inclusiveness
- Support
- Psychological safety
Questions
- How do you want to treat colleagues during the change?
- Where do your behaviours match your values?
- Where are you “off-track”?
- What barriers stop you from living these values at work?
- What is one practical behaviour that would move you toward the bull’s-eye?
Section: Action Commitments (30-day plan)
List one values-aligned commitment for each domain:
- Work & Change Role:
I commit to: ___________________________________________ - Behaviour & Execution:
I commit to: ___________________________________________ - Mindset & Emotions:
I commit to: ___________________________________________ - Collaboration & Culture:
I commit to: ___________________________________________
Section: Identifying Drift (Root-Cause Analysis)
For each “X” that is far from the bull’s-eye, consider:
1. What inner barriers contribute to drift?
- Fear of failure
- Fear of judgement
- Uncertainty
- Low confidence
- Feeling overwhelmed
2. What external barriers contribute?
- Lack of clarity
- Poor communication
- Conflicting priorities
- Workload pressure
- Lack of support
3. Which barriers can you influence? Which can’t you?
Section: Change-Leadership use
Leaders can use the survey to:
- Understand how change stress derails their alignment to long-held values
- Diagnose culture gaps (e.g., saying “collaboration” but acting individually)
- Hold values-aligned conversations with teams
- Build psychological safety by sharing their “X” placement
- Set behaviour expectations for role-modelling the change.
Section Team Facilitation Guide
1. Introduction to Values
Outline what values are and why they matter during change.
2. Individual Completion
Participants fill in each quadrant.
3. Small Group Discussion
“What values matter most to you here?”
4. Drift Analysis
Identify where people are far from the bull’s-eye.
5. Commitments
Each person writes their 30-day values-aligned actions (see above).
6. Share Optional Commitments
This exercise helps to build accountability and support.
(main source: Russ Harris, 2019)