ASPOREA® Manager Enablement Diagnosis Tool

The ASPOREA® People Manager Enablement Diagnostic is a free, quick assessment designed for change teams to check whether people managers are genuinely equipped to drive adoption. It helps you rate what is true in practice across core enablement factors such as understanding, role clarity, confidence, capacity, support, and reinforcement. Once completed, the tool provides an overall enablement score out of 100 and highlights one priority focus area, so you can direct effort where it will have the greatest impact. You can then print a clean A4 summary for your working pack or governance conversations.

INSTRUCTIONS

Read each and rate each statement, selecting a response from 1 (Weaker) to 5 (Stronger). You can work through the questions sequentially, or choose your own order. Complete all questions to reveal and print results.

HOW SCORING WORKS

Your responses are mapped to a readiness score out of 100. Guidance is shown only after every question has been answered.

Once all questions are complete, a Print results (A4) button will appear.

This generates a printer friendly summary that you can save as a PDF or print for workshops and planning.

The Role group and Expected impact dropdowns are optional. They help you contextualise the results on the printout, but they do not change the score.

DISCLAIMER

This is a rapid indicative snapshot based on perceptions at a point in time. Use it alongside impact assessment, stakeholder insights, and delivery risk inputs. It is not intended for assessing individual performance.

Asporea People Manager Enablement Diagnostic

How to use: Complete this as a change team assessment based on evidence and delivery conditions (leader rhythms, manager toolkits, briefing attendance, escalation patterns, and observed capability). Score each statement on what is true in practice, not intent. If unsure, score conservatively.

This diagnostic identifies one priority focus area. Section scores are not shown to keep the output simple and action focused.

Completion

0 / 18 answered

Status

Answer all questions for results and guidance.

Scale (1 is weaker, 5 is stronger)

1 Not true in practice 2 Rarely true 3 Partly true or inconsistent 4 Mostly true 5 Consistently true and demonstrable

Managers can explain why the change is happening and why now in plain language.

Weaker 1 2 3 4 5 Stronger

Managers understand what is changing and what is not.

Weaker 1 2 3 4 5 Stronger

Managers understand the specific impacts on their team’s work and priorities.

Weaker 1 2 3 4 5 Stronger

Expectations of managers during the change are explicitly defined.

Weaker 1 2 3 4 5 Stronger

Managers know how and when to escalate issues, risks, and resistance.

Weaker 1 2 3 4 5 Stronger

Leaders reinforce that leading change is part of the manager role.

Weaker 1 2 3 4 5 Stronger

Managers are confident answering common and difficult questions.

Weaker 1 2 3 4 5 Stronger

Managers can manage resistance constructively and coach individuals.

Weaker 1 2 3 4 5 Stronger

Managers can translate change messages into practical actions for the team.

Weaker 1 2 3 4 5 Stronger

Managers have time and headspace to lead change conversations and activities.

Weaker 1 2 3 4 5 Stronger

BAU impacts and workload have been considered in rollout planning.

Weaker 1 2 3 4 5 Stronger

Managers are not overloaded by competing initiatives during critical periods.

Weaker 1 2 3 4 5 Stronger

Managers have a simple toolkit (talking points, FAQs, what’s changing for my team).

Weaker 1 2 3 4 5 Stronger

Managers know where to get fast support (change team, SMEs, HR, service channels).

Weaker 1 2 3 4 5 Stronger

Manager forums exist (briefings, clinics, office hours) and are used.

Weaker 1 2 3 4 5 Stronger

Adoption expectations are measured or observed rather than assumed.

Weaker 1 2 3 4 5 Stronger

Senior leaders consistently reinforce the change and manager role in sustaining it.

Weaker 1 2 3 4 5 Stronger

Recognition and consequences align with the desired behaviours.

Weaker 1 2 3 4 5 Stronger

Results

Answer all questions for results and guidance.

Let’s Make Your Transformation Work in Practice

If you are planning or delivering an AI, digital or major reform initiative, early adoption planning significantly improves outcomes and reduces delivery risk.