I Can Show You If Your Culture Is Ready for Change

December 8, 2022 Jamie Notter

We added “change readiness” to our culture assessment.

In addition to revealing your hidden culture patterns, our assessment now gives you a detailed analysis of how your culture is either supporting or inhibiting change.

Learn more about the assessment here, and note that we’re offering the CORE version of it (which includes the change readiness analysis) for a discounted rate of $4,500 (for up to 200 staff) through the end of the year.

THE DETAILS: For the last six years, organizations have been using our WorkXO Culture Assessment to reveal their underlying culture patterns, because once they see the patterns, they realize which parts of their culture they need to change in order to improve performance.

As we all know, though, change isn’t always easy. So we have added a new layer of analysis for clients who take our culture assessment: change readiness. In addition to the culture patterns, we have noticed that each of the Culture Markers in our assessment has implications for how ready your organization is to implement change.

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Specifically, there are individual building blocks related to agency—whether or not people at all levels of the hierarchy are empowered and able to take action when needed. For example, the Culture Marker of “Agility” is obviously related to change readiness, so your overall score will matter on that one. But when you dig a little deeper, there are a couple of Building Blocks that home in on agency: one that measures whether knowledge and expertise matters more than title or tenure, and another about whether people can make decisions, even if they’re not “in charge.” Those are about people taking action, and if you score too traditional on them, it means your change efforts are going to be that much harder to implement, because too many people will choose to sit on the sidelines at key moments.

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There are other blocks in each of the Markers about control—how the senior level maintains control in the organization. For these blocks, being too traditional means you’re relying too much on hierarchy, and that results in an automatic emphasis on the status quo, which makes change harder.

We have a new section in our culture assessment report that breaks down your change readiness for ALL 8 of the culture markers. So now, you’ll not only realize which culture patterns you need to change, you’ll have a head start on the more specific aspects of your culture you may need to prop up (even if temporarily) to make sure the change is successful.


Jamie Notter

Jamie is an author and growth strategist at PROPEL, where he helps leaders integrate culture, strategy, and execution to achieve breakthrough performance and impact. He brings twenty-five years of experience to his work designing culture-driven businesses, and has specialized along the way in areas like conflict resolution and generations. Jamie is also the co-author of three books—Humanize, When Millennials Take Over, and The Non-Obvious Guide to Employee Engagement—and holds a Master’s in conflict resolution from George Mason and a certificate in Organization Development from Georgetown, where he serves as adjunct faculty.