If you've used the free Change Impact Scorecard, you already know where your change risk sits. You've answered the questions. You've seen the scores by team. You've maybe had a moment of oh, that's worse than I thought — or a quiet sigh of relief.
But a score on its own doesn't tell you what to do Monday morning.
That's exactly why we built Tool 2: the Change Action Plan.
What is the Change Action Plan?
The Change Action Plan takes your Scorecard results and turns them into a structured, team-by-team roadmap for your transformation.
No generic advice. No one-size-fits-all playbook. The plan is generated directly from what you told us about your project and your people — so every recommendation is grounded in your actual situation.
It's built for the leaders, project owners, and change professionals who need to move from insight to action, fast.
| Team | Tech | Process | Structure |
|---|---|---|---|
| Operations | H | M | H |
| Finance | M | H | L |
| Sales | L | M | M |
- 1What you told us — your inputs in plain English.
- 2What that means — your scores, out of the jargon.
- 3Urgent actions — what to do first for high-risk teams.
- 4Psychological safety — now a legal obligation, addressed directly.
- 5How to reach them — communication tuned to each team.
- 6What they need to know — before resistance sets in.
- 7How to build capability — the skills to actually work differently.
What does it give you?
For each team in your assessment, the Action Plan covers seven areas:
- What you told us. A plain-English summary of the inputs you provided. Because if the inputs look wrong, you should reassess before acting on the outputs.
- What that means. What your scores actually signal about this team's readiness — translated out of change management jargon and into something you can use in a conversation.
- Urgent actions (where applicable). If a team is flagged as high risk, you get a clear steer on what needs to happen first — before anything else.
- Psychological safety. This is a section we take seriously. Since December 2025, poor change management has been named a psychosocial hazard under Australian Work Health and Safety law. The Action Plan addresses psychological safety directly — because it's not just good practice anymore. It's a legal obligation.
- How to reach them. Different people need different approaches. This section gives you practical guidance on how to communicate with this particular team, based on what you've told us about them.
- What they need to know. The information, context, and reassurance this team needs to get on board — before resistance sets in.
- How to build their capability. Change isn't just about communication. People need the skills and confidence to actually work differently. This section identifies where to focus your capability-building efforts.
How does it work?
It's simpler than you'd think.
- Complete the free Change Impact Scorecard — no sign-up, no subscription, takes about 10 minutes per team.
- At the end of your Scorecard, click Build My Action Plan. Your results pass through automatically. No re-entering data.
- Your personalised Action Plan is generated by AI, drawing on 30 years of change management expertise baked into the tool's design.
- Receive it by email — a full report you can save, share, and actually use.
Who is this for?
- Change practitioners — use it as a structured starting point for client engagements. It reflects your inputs back clearly, so you can use it as a facilitation tool or a client deliverable.
- Project and transformation leads — if you're running a technology rollout and trying to figure out where to focus your people-side energy, this gives you a prioritised answer.
- HR and people leads — use it to scope what change support your project actually needs, and to make the case to leadership for investing in it properly.
- Executives and sponsors — if someone on your team has run the Scorecard, the Action Plan gives you a structured picture of where the risk sits and what needs to happen. No consultant required to interpret it.
Why does it matter?
Most technology projects don't fail because of the technology.
They fail because the people weren't ready — and nobody had a clear plan to get them there.
The Change Action Plan doesn't replace a good change manager. But it does give you a structured, expert-quality starting point in minutes, not weeks. Whether you use it to guide your own approach or to have a better-informed conversation with your change professional, it's designed to make the people side of your project easier to navigate.
Try it now
Start with the free Change Impact Scorecard. No sign-up. No subscription. Just answers — and now, a plan to go with them.
