Overview
The Change Effort Assessment helps estimate how complex and resource-intensive it will be to implement a change. It ensures that initiatives are scoped and sequenced with appropriate levels of support, and that portfolios are balanced in terms of workload.
What It Measures
- Complexity: Technical, behavioral, or cross-team dependencies
- Coordination: Number of stakeholders, timing, and alignment needs
- Readiness: Availability of tools, skills, and leadership support
How It Works
Steps to Complete
- Open the Effort Assessment tab
- Respond to 12 diagnostic questions (5-point Likert scale)
- Use built-in prompts to guide consistent scoring
- Submit to generate a heatmap score
Review and Update
- Reassess after major scope changes
- Align with other assessments (Impact, Risk)
- Use scores in steering committees and dashboards
Configuration & Permissions
Scores are visible to initiative owners and designated reviewers. Editing rights follow role-based access set within the platform.
Use Case Example
During a software rollout, initial effort appears low. After stakeholder interviews, behavioral change complexity emerges. The team revises the score and adds support activities.
Best Practices
- Co-create Scores: Involve project and change leads
- Don’t Wait for Certainty: Draft initial scores early and iterate
- Use for Sequencing: Delay overlapping high-effort initiatives
- Align to Capacity: Match scores with available resources
Templates & Reusability
Use effort scoring templates to benchmark similar projects. Compare historical data for planning consistency.
Pro Tip
Pair effort with impact and risk for a balanced delivery strategy. A high-effort, low-impact initiative may not be worth pursuing.
FAQs
Q: What does the effort score measure?
A: It’s a structured estimate of the complexity, coordination, and support needed to implement the change.
Q: Who should complete the effort assessment?
A: Usually the change lead or initiative owner, with support from PMs or team leads.
Q: What if I’m unsure how much effort is involved yet?
A: Start with a draft. Update it as more details emerge.
Q: Is the score used for anything beyond reporting?
A: Yes—it shapes sequencing, resourcing, and risk planning across the portfolio.
Q: Can I change the score over time?
A: Absolutely. It's designed to be revisited as the initiative evolves.
Example Ratings Table
Initiative | Description | Effort Rating | Rationale |
CRM System Rollout | Replacing old system, training 5 departments | High | Complex data migration, multi-team training |
HR Policy Update | Shift to hybrid work, minor procedural change | Low | Few stakeholders, simple comms |
Cybersecurity Uplift | New MFA rollout, legacy system integration | Medium-High | Technical complexity, wide user base |
Org Chart Refresh | Update to reporting lines and titles | Low-Medium | Simple change, but impacts many profiles |
Effort Level Time Guide
Effort Level | Typical Characteristics | Suggested Time | Notes |
Low | Minor process or comms change, single group | 15–30 mins | Quick review |
Low-Medium | Moderate change, some dependencies | 30–60 mins | Input from team leads helps |
Medium-High | Cross-functional, new tools or behaviors | 1–2 hours | Recommend workshop |
High | Strategic or enterprise-wide change | 2–4 hours over sessions | Needs ongoing validation |
Next Step
After completing your Change Effort Assessment:
- Revisit the Change Impact Assessment to align audience expectations
- Consider sequencing or resourcing changes if high-effort projects stack up
- Incorporate results into dashboards and reporting for leadership
...to drive better-informed delivery decisions across the change portfolio.