What is the FORCES model?

FORCES is an evidence-based model of organizational change readiness built on six dimensions — Fit, Ownership, Resourced, Clarity, Energy, and Security — drawn from peer-reviewed organizational psychology research.

What are the six dimensions of change readiness?

Fit: Values congruence, identity alignment, and strategic coherence — whether the change aligns with who the organization is and is becoming. Ownership: Personal accountability and sense of influence — whether people feel responsible for the change and able to shape how it unfolds. Resourced: Skills, tools, confidence, and support — whether people have what they need to do what the change requires. Clarity: Understanding of what is changing, why it matters, and what to do differently. Energy: Emotional and cognitive capacity to engage with the change right now. Security: Trust in leadership and psychological safety to speak up, make mistakes, and learn.

Is the FORCES self-assessment free?

Yes. The FORCES self-assessment is free, takes about two minutes, and gives you immediate results across all six dimensions.

How long does the FORCES assessment take?

The free self-assessment is 12 items and takes roughly two minutes to complete, with results shown immediately.

Clarity

I understand what is changing, why it matters, and what I need to do differently in my role.

By Daniël Corsen · Co-Founder and Chief Reshaper, Reshapers

What it captures

Comprehension of change rationale, role-specific understanding, timeline and milestone awareness, message consistency across leaders and channels, outcome clarity.

What low scores look like

People wait for direction. Work stalls. Conflicting interpretations spread. Effort scatters.

Why it matters

Communication quality explains up to 66% of variance in receptivity to change. Role ambiguity increases stress and reduces performance. Most organizations under-communicate by a factor of ten.

Diagnostic insight

Clarity is foundational. Low Clarity blocks the effect of interventions on all other dimensions. People cannot evaluate Fit with a change they do not understand. They cannot take Ownership of something they cannot define. They cannot build capability for unclear requirements. Fix Clarity first.

Example question

“I can explain what is changing and why in my own words.”

Supporting research

Communication Quality and Change Receptivity

Torppa, C. B., & Smith, K. L. (2011) · Journal of Extension

Crafting a Change Message to Create Transformational Readiness

Armenakis, A. A., & Harris, S. G. (2002) · Journal of Organizational Change Management

Sensemaking During Organizational Change

Maitlis, S., & Christianson, M. (2014) · Academy of Management Annals

Measure Clarity in your organization

Take the free FORCES self-assessment — about 2 minutes.

Start the assessment

The other five dimensions

FFit OOwnership RResourced EEnergy SSecurity