ASPOREA® Make AI and Digital Transformation Actually Stick

ASPOREA® CHANGE TEAM SIZING TOOL

The Asporea® Change Team Sizing Tool is a quick calculator that estimates the right sized change team for an initiative based on impacted headcount, planned releases, and key delivery and organisational complexity factors. It outputs a recommended FTE range and a simple team shape across Change Lead, Change Analysts, Communications, and L&D, so you can staff appropriately and avoid under resourcing adoption work.

INSTRUCTIONS

Read each statement and select a response from 1 (Strongly Disagree) to 5 (Strongly Agree). You can work through the questions sequentially, or choose your own order.

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 project delivery risk inputs. 

Asporea Change Team Sizer

Completion
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0 / 16 answered
Status
Enter impacted headcount, releases, and delivery workstreams, then answer all questions for results.
Include anyone who experiences any impact, direct or adjacent.
Defaults to 1 if unknown.
If greater than 1, a Program Change Lead role is included for coordination.
Scale (1 is lower, 5 is higher)
1 Strongly disagree 2 Disagree 3 Neither agree nor disagree 4 Agree 5 Strongly agree
The change impacts a large proportion of the organisation or critical roles.
Strongly disagree Strongly agree
The impacted population spans multiple distinct cohorts needing tailored approaches.
Strongly disagree Strongly agree
The workforce is geographically dispersed (sites, regions, time zones, remote).
Strongly disagree Strongly agree
Shift patterns or operational constraints make engagement and training harder than usual.
Strongly disagree Strongly agree
There are multiple workstreams with complex dependencies.
Strongly disagree Strongly agree
The programme will deliver in multiple waves or releases.
Strongly disagree Strongly agree
The cutover or go live will be complex.
Strongly disagree Strongly agree
Governance and decision making are complex or slow.
Strongly disagree Strongly agree
Delivery is Agile or iterative with frequent increments requiring continuous change participation.
Strongly disagree Strongly agree
Change impacts are expected to shift during delivery (requirements evolve, scope changes likely).
Strongly disagree Strongly agree
Getting this wrong would have serious consequences (customer, safety, regulatory, financial, reputational).
Strongly disagree Strongly agree
The change is difficult to reverse once implemented.
Strongly disagree Strongly agree
Business analysis capability and artefacts are strong (current and future state are clear and trusted).
Strongly disagree Strongly agree
Organisational maturity is strong (processes are consistent, ownership is clear, BAU discipline is reliable).
Strongly disagree Strongly agree
The organisation is already experiencing high change saturation (multiple concurrent changes, fatigue).
Strongly disagree Strongly agree
Past change delivery has been effective (leaders and managers know how to lead change).
Strongly disagree Strongly agree

Results

Enter impacted headcount, releases, and delivery workstreams, then answer all questions for results.

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.

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