The real reason change stalls
Most change efforts follow a familiar script. Solid strategy. Clear business case. Reasonable timeline.
Then nothing happens.
Leaders blame resistance. They push harder. They communicate more. They train people who already know what to do.
The problem isn't resistance. Resistance is a symptom.
The problem is readiness.
And readiness can be measured.
Six dimensions that determine success
FORCES identifies what makes people ready to engage with change. Each dimension is measured through both an individual lens (how I experience readiness) and an organizational lens (what the system enables or blocks).
Fit
Does this change align with who we are and who we are becoming? Measures values congruence, identity alignment, and strategic coherence — both personally and organizationally.
Ownership
Do I feel responsible for this change and able to influence how it unfolds? Captures accountability, perceived influence, initiative, and whether participation structures are authentic.
Resourced
Do I have the skills, tools, confidence, and support to do what this change requires? Assesses self-efficacy, training adequacy, support access, and system-level capability distribution.
Clarity
Do I understand what is changing, why it matters, and what I need to do differently? Evaluates comprehension, role clarity, timeline awareness, and message consistency across the organization.
Energy
Do I have the emotional and cognitive capacity to engage with this change right now? Surfaces stress levels, change fatigue, depletion, and whether the organization manages change load.
Security
Do I trust leadership to act in good faith? Do I feel safe to speak up, make mistakes, and learn? Measures trust in leadership (ability, integrity, benevolence) and psychological safety.
48 items. 8 per dimension. Scored 1–5. Reverse-scored items detect social desirability bias. Low scores on any dimension create drag — know which ones before you launch.
From diagnosis to action
Set up your survey
Create a survey for your team or organization. Generate unique access tokens for each respondent.
Respondents take the diagnostic
48 items across six dimensions, each measured through both an individual and organizational lens. Takes about 15–20 minutes.
See the full picture
Scores on a 1–5 scale for each dimension, split by individual readiness and organizational conditions. Identify where gaps live.
Target your interventions
Focus resources on the dimensions dragging readiness down. Address root causes — whether they sit with individuals or the system around them.
Built for leaders navigating change
FORCES gives you data where you used to have guesses.
You're planning a transformation and want to know what you're walking into.
You're mid-change and something isn't working.
Your team is exhausted and another initiative just landed.
You've seen change fail before and want a different outcome.
FORCES Diagnostic Report
Your change readiness assessment
Your diagnostic report includes
Grounded in research
FORCES draws on five decades of organizational psychology, change management, and behavioral science. The model integrates work on self-determination, psychological safety, self-efficacy, and conservation of resources.
Not theory for theory's sake. Research translated into practical diagnostics.
“FORCES gave us the clarity we needed to understand why our previous change initiatives had struggled. The diagnostic revealed gaps we hadn't even considered.”
Change Leader
Enterprise Transformation
Trusted by organizations across the Dutch Caribbean
Built by Reshapers
For 15 years, Reshapers has helped organizations across the Dutch Caribbean transform strategy, culture, and teams.
FORCES emerged from a simple observation: the same patterns kept showing up in stalled change efforts. We went looking for answers in the research — and found them.
We built the diagnostic we wished we had.
Reshapers
Strategy • Culture • Teams
15+
Years
700+
Projects
100+
Clients