You have been solving the wrong problem.
Most leaders do the same thing when change stalls.
They communicate more. They run more training. They push harder on people who have already heard the message.
None of it works when the real issue is that people were never ready to begin with.
Not resistant. Not disengaged. Not difficult.
Just not ready. And nobody measured that before asking them to move.
Resistance is a symptom. Readiness is the condition. And readiness can be measured.
What FORCES measures
Each dimension captures a specific question people ask themselves when facing change. Low scores on any one of them create drag. Low scores on two or more will stall the change entirely.
Two dimensions are foundational. Clarity and Security must be addressed before interventions on any other dimension will hold. If either scores low, fix it first.
What you will know after FORCES
Which of the six dimensions is blocking your change right now. Not a guess. A score.
Whether the gap lives with your people or with the system around them. Individual experience and organizational conditions are measured separately.
How what Senior Leaders perceive compares to what Team Members actually feel. The gap between those two scores is often where the real problem lives.
Exactly where to intervene. FORCES does not give you a general recommendation. It tells you which dimension is dragging readiness down and what kind of response that dimension requires.
Most organizations find out what went wrong after the change fails. FORCES tells you before you spend the budget.
Three ways to use FORCES
Contact for pricing
Team
Pulse Survey
18 items. 4 to 5 minutes. Run this with your team or leadership group. You get individual and organizational scores, role-based perception gaps, and a visibility report showing how much of the organization can see what is happening. Use this before your next phase of investment.
Contact for pricing
Organization
Deep Diagnostic
48 items. 10 to 12 minutes. Full organization diagnostic with individual and organizational scores, role-based gap analysis, visibility tracking across all six dimensions, and a personal debrief with a Reshapers facilitator. Use this before a major transformation. This is the diagnostic that tells you what you are walking into.
You will recognize yourself in at least one of these.
Your last change program had all the right ingredients and still did not stick.
You are about to launch a transformation and you want to know what you are walking into before you commit the budget.
Your team is exhausted and another initiative just landed on top of them.
Leadership thinks the communication is working. The team thinks it is not. You are caught between them.
You have run the workshops. You have done the training. Something is still missing and you cannot name it.
FORCES Diagnostic Report
Your change readiness assessment
See exactly where readiness lives and where it doesn't.
FORCES scores each dimension separately on a 1 to 5 scale. Individual experience and organizational conditions are scored independently. You see both. The gap between them is often the most important finding in the report.
Grounded in research
FORCES draws on five decades of organizational psychology and behavioral science. The model integrates validated research on self-determination, psychological safety, self-efficacy, conservation of resources, and organizational trust.
Each dimension maps directly to a peer-reviewed research tradition with decades of empirical support. These are not invented categories. They are synthesized constructs drawn from published literature and translated into practical diagnostics.
Not theory for theory's sake. Research that tells you where to intervene and how.
“Research by Torppa and Smith found that communication quality explains 66% of the variance in how receptive people are to change. Not information quantity. Quality. FORCES measures where that gap lives in your organization.”
Torppa, C.B. and Smith, K.L. (2011). Journal of Extension.
Built by Reshapers
Reshapers has worked with organizations across the Dutch Caribbean for 15 years. Strategy, culture, and teams.
FORCES came from a simple pattern we kept seeing. Organizations investing in change programs before anyone had asked whether their people were ready.
We went looking for answers in the research. We found them. Then we built the diagnostic we wished we had fifteen years ago.
Reshapers
Strategy • Culture • Teams
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