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.

Ownership

I feel responsible for making this change work and believe I can influence how it unfolds.

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

What it captures

Personal accountability, sense of influence, initiative, self-investment. Psychological ownership through three pathways: exercising control, investing oneself, and coming to know the change intimately.

What low scores look like

People point upward. Decisions bottleneck. Initiative dies. Compliance replaces commitment.

Why it matters

Psychological ownership predicts responsibility-taking, organizational citizenship, and change commitment. People who help shape a change invest discretionary effort and persist through obstacles. Pseudo-participation — where input is solicited and ignored — is worse than no participation at all.

Diagnostic insight

Low Ownership with high Security signals missing participation structures. People feel safe but have no channel to contribute. Low Ownership with low Security signals self-protection. People will not invest in a change when they do not trust the environment. Address Security first.

Example question

“I feel personally responsible for making this change work in my area.”

Supporting research

Toward a Theory of Psychological Ownership in Organizations

Pierce, J. L., Kostova, T., & Dirks, K. T. (2001) · Academy of Management Review

Self-Determination Theory and Work Motivation

Gagné, M., & Deci, E. L. (2005) · Journal of Organizational Behavior

Influence of Participation in Strategic Change

Lines, R. (2004) · Journal of Change Management

Measure Ownership in your organization

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

Start the assessment

The other five dimensions

FFit RResourced CClarity EEnergy SSecurity