Why Is Your Transformation Stuck? A 4-Minute Diagnostic

The case for change is made. The strategy is signed off, and the programme has a name and a budget.

And progress is slower than anyone wants. Some teams are moving. Others say the right things and carry on as before. The steering meetings are full of updates and short on decisions.

It’s tempting to call this resistance and push harder on communication. Usually something more specific is in the way, and it’s fixable once you know what it is.

The Transformation Diagnostic helps you find it. In about four minutes, you’ll answer 18 quick questions about the last six weeks of the change, plus four about you. You’ll see where the friction is, whether people simply have too much on, and one thing to try this week.

What the diagnostic looks at

Change tends to get stuck in five places, and each needs a completely different fix. Training won’t fix incentives, and better communication won’t fix unclear decision rights. The diagnostic uses what you’ve actually seen over the last six weeks to show which one is in the way.

Direction Gap. Everyone agrees change is needed, but leaders mean different things by it. Teams get different answers depending on who they ask.

Decided, Not Done. Decisions get made in senior meetings, then stall between teams and functions, because nobody is sure who owns the next step.

The Old Way Still Pays. Targets, incentives and processes still reward the old behaviour. Under pressure, people do what they’re rewarded for.

New Way, Old Skills. People understand the change and want it to work. They haven’t yet learned how to do the new way, or had the support to practise it.

The Leader Changes Too. The organisation is changing, and so is the leader’s job. If your diary looks the same as it did before the change, the organisation will notice.

It also checks whether there’s simply too much change at once. If there is, your result starts there, because nothing else will stick until that’s sorted.

What you’ll get

• Where your change is most stuck, in plain language

• Whether the real problem is too much change at once

• One thing to try this week, and the conversation to have next

• A link to keep your result and share the quiz with your peers

How it works

Every question asks about something you’ll have seen, like a decision that didn’t turn into action or a team going back to old habits under pressure. Answer for what actually happened, not what the plan says.

Free, about four minutes. At the end, you’ll enter your email to see and keep your result.

Even better with your leadership team

Ask the other leaders driving the change to take it too, then compare. Different answers tell you a lot about where the change is stuck.

Who it’s for

Senior leaders responsible for a significant change: an AI or digital transformation, a new operating model, a move to products, or a restructure.

Why I made this

I’ve led change from the inside, as CPO at a listed company and running a 100-person organisation at Google. The hardest part is usually working out what’s really blocking progress. This helps you do that first.

Take the Transformation Diagnostic