Thanks for the feedback Marc.

If your question is referring to our CHECK-UP!™ survey (or a similar tool designed to assess / drive OCM capabilities), then it’s important to invite all levels in the organization to participate. That’s the only way we can draw an accurate picture of the organization’s change management capabilities and its CM-Score™. Stopping at management would give you a skewed picture. Of course, the idea is to slice the data to extract maximum value from the responses. For example, in addition to producing an overall CM-Score, we calculate the CM-Score of each business unit, function, department, etc. We can compare the views of employees vs. management. Also, the questionnaire is designed to tell us precisely those aspects of change management that are going well vs. the ones that need more attention. Based on these insights, we can give the organization a prioritized roadmap to keep moving forward on the S-Curve (see model).

However, if your question is referring to the audit worksheet in the above article, then it’s a different story. It’s simply a quick assessment tool. The objective of the worksheet is to answer two basic questions: Are we in Stage 2 | BUILD UP? If yes, are we before or after the critical “take off” point? Hence, the worksheet is not intended to be used widely. First and foremost it’s a tool for someone working on building the CM capability of the organization – or someone interested in making it happen. As I pointed out in the article, it’s a good idea to have some of your colleagues use the worksheet and then compare notes. My recommendation would be to give it to a handful of folks – for example: a manager and an employee impacted by change; someone in the project teams driving some of these changes; an executive sponsor; and someone working in HR who has good insights into the way your company executes change. Most likely the aggregate picture would be good enough to fuel a valuable discussion internally. But if you get major discrepancies, then you might want to broaden the exercise a little bit more.

I hope this helps?

Cheers, Edmond.

I have a question about the surveys. How far down the ladder would you go in getting realistic responses from the organization? Is it everyone or do you stop at management (all levels).