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.

Fit

This aligns with who we are and who we are becoming. It fits our values, identity, and the future we want to create.

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

What it captures

Values congruence, identity alignment, connection to organizational purpose and aspirational future.

What low scores look like

People question whether this change contradicts who the organization is. Cynicism rises. Values feel performative.

Why it matters

Person-organization fit predicts job satisfaction, organizational commitment, and intention to stay. Value congruence drives engagement.

Diagnostic insight

Low Fit with high Clarity signals genuine values conflict. People understand the change and reject it on principle. Low Fit with low Clarity suggests people may not disagree with the change itself — they do not understand it well enough to see the alignment. Fix Clarity first, then reassess Fit.

Example question

“This change fits with what our organization stands for.”

Supporting research

Person-Organization Fit: An Integrative Review

Kristof, A. L. (1996) · Personnel Psychology

Organizational Identification and Commitment

Ashforth, B. E., & Mael, F. (1989) · Academy of Management Review

Value Congruence in Organizations

Edwards, J. R., & Cable, D. M. (2009) · Journal of Applied Psychology

Measure Fit in your organization

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

Start the assessment

The other five dimensions

OOwnership RResourced CClarity EEnergy SSecurity