COST OF CHANGE CHECKLIST

Answer 12 questions to quickly identify areas you can save costs and take action today.

 

Are you a senior leader who is charged with driving change and agility within your organisation?

Are you struggling to get people to understand the hidden costs of change gone wrong?

Are you facing regular dips in performance when you introduce change?

Are you tired of having to ‘clean up the mess’ after a project has ‘successfully gone live’?

We hear you… and we can help.

Building organisational change capability across your organisation is critical to improving how changes are delivered and received in your organisation.

 AND importantly it can save your organisation $$$.

BIG $$$.

Take our Cost of Change Checklist to find out if your organisation is spending money on bad change.  Maybe your organisation could benefit from building change capability?

In just a few minutes you will receive a personalised report with recommendations on how to improve your organisation's ability to handle change. 

Don't miss out on the opportunity to drive success and improve your organisation's resilience. 

Take the quiz now and start building the change capability you need to thrive in today's fast paced environment.

You’ll be scored against the following key areas:

Financial cost of change

  • Benefits realisation suffers when adoption of million dollar initiatives fails or slows. 

  • Many organisations have to fund expensive last minute resources to safeguard flawed change and agility programs prior to go-live.

  • Your high performing leaders  are dragged away from what they're meant to be doing to 'save the day'.

  • Overlaps or gaps in accountability result in  duplication of effort or missed activities costing big dollars.

  • Burn rates on budgets increase for delays and setbacks because of low change maturity.

People cost of change 

  • People leave leaders and managers that do not support them during change. The cost of talent retention is less than the cost of recruiting and reputational damage.
  • Poorly designed and introduced change increases the cost of employee well being claims (stress & burnout.
  • Change resistance reduces the time to financial reward on all change.
  • Productivity declines owing to poorly introduced change. 
  • Employee engagement drops dramatically with bad change  - quiet quitting is the norm. 

Market cost of change 

  • Being slow to market costs organisations millions when consumer tastes change.
  • Operations and Customer Service teams metrics & efficiency blow out when too much change is introduced poorly.
  • Reactive response to market and legislative reform always incurs a laggard tax. 
  • Immature changes going live too early cause chaos for customers.