Your last change has something to teach us.
Ā
I'm studying what leaders do that helps a change stick.
Your experience is the part I can't get anywhere else.
Pick one change you've led and tell me what you did.
It takes about 10 minutes.
Take the surveyAnonymous. No sign-up required.Ā
Why I'm doing this now
I've spent three decades helping large organizations through big change. Yet while the world has changed dramatically, the practice of change has not.
Changing that starts with the people leading it: what they doĀ day to day thatĀ helps people take on something new, and how fast those skills can grow.
So I'm studying it.
This survey is the first step in a multi-year research effort on how leaders build the skill to lead change. Your answers help us see what good looks like in real changes, across different contexts.
Who should take the survey
This survey is for you if you've helped lead a change within an organization, in any role.
Any industry. Any size, from a solo practice to a large enterprise. Nonprofits, public agencies and boards too. With direct reports or without. If you work on your own, the people in your change can be your clients, customers or partners.
Big or small, if people had to do something differently, it counts. The survey gives examples to help you choose.
If change is your profession, you're welcome too. There's a question that lets us account for that.
Respond based on a real change
Ā
- Pick one change that finished in the last two years. If none has finished, pick one that's well underway.
- Tell us a little about that change.
- Answer every question about that one change: what you did, fromĀ start to finish (or up until now, if it's still going).
- Finish with a few questions about you and your organization.
Why a finished change? You can see the whole picture, from how it started to how it landed. That gives you real moments to answer from, and it makes the research stronger.
Your answers stay anonymous. Here's how.
You don't need to give your name or email to take it.
Your answers are combined with everyone else's and reported only as group results.Ā
When you finish, you'll see a link to a separate page where you can leave your email to get the findings. That page isn't connected to the survey, so your email is never tied to your answers.
The full consent details are on the first screen of the survey. You can also read them here before you begin.
What you'll get
You won't get a personal score from this round. First, we need to make sure the assessment measures what it should.Ā An independent psychometric expert is helpingĀ validate the assessment.
ButĀ if you share your email after you finish, I'll send you the first round of findings when they're ready, expected in early 2027.
About the research
I'm Kris Jennings, author and creator of theĀ changecapableā¢Ā method, a behavioral science approach to organizationalĀ change.
Now, I want to know why some changes take hold while others never get there. Rather than rely solely on my professional opinion, I want that answer to rest on evidence. There isn't nearly enough science in how we lead change.
The more we know about what works, the more confidently leaders can move, and the more quickly they can grow. That means change that's easier on teams, and fewer wasted resources.
This research is my part in building that science.
