Adoption risks identified before launch
The points that could stall the change surface while there is still time to adjust the plan, not after cutover.
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IPMChangeReady Index
Change Readiness Assessment Instrument
Assessment that measures whether the organization and its people are ready for a specific change, before and during the rollout, so you can adjust the plan in time.
The question it answers
Is your company ready for its next big change, and where could it get stuck?
- Online and anonymous
- Before, during and after
- Change plan included
Why answer
What this questionnaire does for you
What it is for
Know whether the company is ready for a major change (new system, restructuring, merger) before investing in it.
What you get
A picture of change readiness, with a 0 to 100 index, the current stage and where resistance is likely to appear. When applied to the team, the report also shows differences between areas and levels, the gap between leadership and team views and an action plan in waves.
How it helps the company
- Anticipates risks of resistance, lack of resources and poor communication before they delay the project.
- Shows whether people understand why the change is happening and trust those leading it.
- Points to what to adjust in the change plan now.
How the information is gathered
- People from different areas and levels answer an anonymous online questionnaire, on phone or computer.
- Answers are consolidated by pillar, area and level. Groups of fewer than 5 people are never shown.
- Leadership receives the full report and a debrief with an action plan in waves.
Who it is for
Signs that it is time
Executive teams, project offices, transformation and HR teams about to lead a significant change: a new system, a merger or integration, a restructuring, a new strategy or AI adoption. The people affected respond, across all levels, with a view by area, site and degree of impact.
- An ERP, new technology or AI rollout planned for the coming months.
- A merger, acquisition or team integration on the way.
- A restructuring or change in the way of working.
- Past changes left halfway.
- Signs of resistance or fatigue from back-to-back changes.
What you will learn
The questions the assessment answers
- Do people understand why the company needs to change, and agree with the chosen solution?
- Are senior leaders and line managers backing the change in practice?
- Do teams have the time, resources and preparation to make the transition?
- What does each group think it gains or loses with the change?
- Is communication getting through, and do people feel heard?
- Does the track record of past changes help or hurt this one?
Results you can expect
What changes in your company
The most resistant or uncertain groups mapped
You know which areas, sites and levels need more attention, and why.
Communication and sponsorship plan adjusted
Messages, spokespeople and touchpoints defined for each group, based on what people actually think.
Resources and training sized right
Training, support and workload adjusted where capacity is stretched.
Pulses to correct course during the rollout
Short measurements throughout the project show whether readiness is rising or falling, in time to act.
A better chance the change will stick
New behaviors are reinforced until they become routine, reducing the risk of backsliding.
What is assessed
Six dimensions, one complete picture
Ideavus's own methodology, built on recognized references and applied in companies of different sizes and industries.
- Clarity and Need for ChangeWhy change, whether the chosen solution is right, clear objectives, a sense of urgency and the link to strategy.
- Sponsorship and Change LeadershipSenior leadership commitment, line manager support, change agents, leading by example and governance.
- Capability and ResourcesPeople's confidence to make the change, team capability, resources and workload, training and transition.
- Personal Value and ImpactWhat each person gains, security, impact on their role, development opportunities and commitment to the change.
- Communication, Participation and TrustRegular information, two-way dialogue, participation in decisions, trust in management and a fair process.
- Change History and CultureHow past changes were handled, confidence in success, openness, learning and sustaining the new way of working.
Core concept
Readiness by group and by phase
Readiness is almost never the same across the whole company. Those most affected by the change, those furthest from the decision and those who have lived through failed changes tend to react differently. That is why ChangeReady Index shows the readiness of each group and tracks how it evolves during the rollout. When perceived value or trust in communication starts to drop in a group, leadership knows in time where to act.
How it works
Before, during and after the change
A baseline reading before launch and short pulses throughout the rollout.
- Week 1Alignment
With the sponsor, we name the change being assessed, the affected groups and the rollout calendar. We provide the communication kit for the teams.
- Before launchBaseline reading
Online, anonymous survey of the people affected, in a few minutes, on phone or computer. The results show readiness by group and adoption risks.
- Right after the readingPlan adjustment
Debrief with leadership and the project team to adjust communication, sponsorship, training and pace.
- During and afterFollow-up pulses
Short pulses throughout the rollout show whether readiness rises or falls in each group, and a final measurement checks whether the change has stuck.
Anonymity and trust
- Anonymous answers and results always aggregated.
- Small groups are merged with others so no one can be identified.
- Consent under data protection law (LGPD) before starting.
- Room for open comments, presented by theme.
What you receive
Deliverables designed to lead to decisions
Rolled out with your teams, the full assessment turns the reading into decisions. The report includes:
- Overall index and maturity band: where the organization stands today and what defines this moment
- Full pillar profile: the strengths to preserve and the gaps holding results back
- View by area and hierarchical level: where each team stands and where perceptions diverge
- Leadership view vs. team view: where those who decide and those who execute see things differently
- Comparison with other organizations and progress between assessment cycles
- Priorities: what to tackle first to move up a band
- Voice of the people: open comments organized by theme, with anonymity preserved
- Readiness by affected group, with the most resistant or uncertain groups flagged
- Recommendations for communication, sponsorship, training and pace of change
- Comparison between pulses before, during and after the rollout
- Action plan in waves, with owners and indicators
Download a complete sample report
See how an organization receives the ChangeReady Index (IPM) results: position, pillar profile, comparisons, and action plan. Fictitious data.
Done. The download has started and we also sent the link to your email.
Download the PDF Maturity stages
A 0 to 100 index and a clear stage
The result places the company in one of six stages and shows what to do to reach the next one.
- StagnantOrganization not prepared for the change in its current form; moving ahead tends to lead to failure or setbacks.
- ReactiveLow readiness: the change is seen as imposed, unclear or unworkable, and resistance tends to grow.
- EmergingPartial readiness: enabling and limiting elements coexist, and moving ahead without adjustments raises the risk of resistance.
- StructuredEnough readiness to move ahead with care, as long as the gaps identified go into the change plan.
- AdvancedA solid readiness base, with specific gaps in some groups or pillars.
- BenchmarkHigh, widespread readiness: people understand, support and can carry out the change; watch for overconfidence and fatigue.
Formats
Three levels of depth, one consistent reading
Every format covers all six dimensions and produces results that can be compared with each other and over time. What changes is the depth.
IPM Entry
A quick reading before launch.
- When to choose it
- For changes with limited scope or to test the readiness of a pilot group.
- What it includes
- Index, stage and results by dimension, with the main adoption risks and an online debrief.
- Time per person
- about 5 minutes
- Typical length
- 2 to 3 weeks
IPM Regular
A view by group to adjust the plan.
- When to choose it
- For system rollouts, restructurings and integrations that affect several areas.
- What it includes
- Everything in Entry, plus a view by area, site and degree of impact, comments by theme and a workshop to adjust the change plan.
- Time per person
- about 10 minutes
- Typical length
- 4 to 6 weeks
IPM Complete
Change support from start to finish.
- When to choose it
- For mergers, large-scale transformations or changes that go to the board.
- What it includes
- Everything in Regular, plus leadership interviews, pulses during the rollout and a final sustainment measurement.
- Time per person
- about 15 minutes
- Typical length
- Throughout the project
Combine with
Integrated readings
Run together, in a single data collection, two instruments let you cross-reference results and explain causes that one alone cannot show.
Change and culture
Separates resistance to the change itself from resistance rooted in a culture that is not open to change.
AI adoption
Compares technical readiness for AI with people's willingness and preparation to work differently.
Strategy in transformation
Checks whether the organization is ready to carry out the changes the new strategy requires.
360° Index: build a package with two or more instruments
One data collection, one integrated report and cross-analysis between instruments.
Explore the 360° Index Frequently asked questions
Before you hire
How long does it take?
In the Regular format, 5 to 7 weeks from alignment to debrief; Entry fits into 3 to 4 weeks. Each person needs only a few minutes to answer, on a phone or computer.
Who answers?
Usually all employees in the defined audience, at every level. You can also start with leadership and expand later.
How do you guarantee anonymity?
Answers are collected in an Ideavus environment, with no company login. The company receives aggregated results only, small groups are merged with others and comments are shown by theme, without identification. All data handling follows data protection law (LGPD).
How many people need to answer?
Each group you want to analyze (an area, a level, a site) needs at least 5 answers. The higher the participation, the more reliable the reading, and we support internal communication to get there.
What happens after the report?
The debrief ends with an action plan with priorities, owners and deadlines. If the company wishes, Ideavus supports execution with consulting and follow-up.
Can I reapply it to track progress?
Yes, and we recommend it. Reapplying every 12 to 18 months shows progress and helps prove the effect of the actions. Results are comparable between cycles.
How much does it cost?
Pricing is by proposal, based on the number of people and the format chosen. In a 30-minute call we learn about your context and send the proposal.
When should we apply it?
Ideally before launch, to adjust the plan, and then in short pulses during the rollout. It also works in the middle of a change that has already started and is meeting resistance.
Does it work for any kind of change?
Yes. The change being assessed is named in the invitation, and people answer with it in mind: a system, a merger, a restructuring, a new strategy or AI adoption.
Does it replace the project's change management?
No. ChangeReady Index gives the team leading the change, internal or external, the reading that guides the plan. Ideavus can also support execution.
Free quick test
Find out in 2 minutes where your company stands
A few questions, an instant result and your organization's estimated stage.
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