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  1. Surveys
  2. 2013
  3. May
  4. I
  5. IndividualCompetence

IndividualCompetence

Individual Change Capability
0%
Exit Survey
 
 
Welcome to the C4CM personal change competence survey


This short survey is designed to indicate where your competence for doing change might fit into our change capability model. Are you heroic or effective, empathetic or reflective?

Please provide your email address to receive your feedback. In our email response we will indicate where your competence might fit into our capability model. From your answers we will suggest some things you can do to improve your personal competence.

Your individual response is managed by our staff so it may take a day or so to respond, please be patient with us.

Your participation in this study is completely voluntary. There are no foreseeable risks associated with this project. However, if you feel uncomfortable answering any questions, you can withdraw from the survey at any point. It is very important for us to learn your opinions.

Your survey responses will be strictly confidential and data from this research will be reported only in the aggregate. Your information will be coded and will remain confidential. If you have questions at any time about the survey or the procedures, you may contact us at 0117 230 5091 or by email at [email protected].

Thank you very much for your time and support. Please start with the survey now by clicking on the Continue button below.
 
 
Please provide your name and email address so we can send you a summary of the results from your responses.

Please see our web site for our privacy policy.
* First Name : 
* Last Name : 
* Email Address : 
 
 
Carefully consider each of the statements below and indicate how frequently it describes you:
Always Often Sometimes Rarely Never
I use clear objectives to drive my performance and development of skills for change.
I am trying to manage change but with insufficient resources and unrealistic timescales.
I do not have a leadership role in doing change, I am not responsible for change in my area.
I adapt my behaviour to the circumstances of a change as part of our culture of continuous learning and development.
I have been trained in skills to do change; but I haven't had an opportunity to practice all of them.
 
 
Carefully consider each of the statements below and indicate how frequently it describes you:
Always Often Sometimes Rarely Never
I use the organisation standard processes to deliver change, other people worry about the success or failure of a change.
I do not do change in my organisation, other people tell me what to do about change.
I work closely with all the managers in delivering change in my area; everyone supports me.
I don't have time to do training so I use all my existing skills as much as possible.
I am constantly learning from others and reviewing my own performance to improve my ability to do change.
 
 
Carefully consider each of the statements below and indicate how frequently it describes you:
Always Often Sometimes Rarely Never
I am not aware of any special skills I might need for doing change.
I think about how a change worked out, what was successful and what didn't work, so that next time we can do better.
I am trying to lead change here but without support from senior managers or the rest of the organisation.
I have a clear role for doing change using the organisation standard processes.
My performance in delivering change is measured and that drives my behaviour.
 
 
Carefully consider each of the statements below and indicate how frequently it describes you:
Always Often Sometimes Rarely Never
I use my own approach to doing change here.
I am responsible for change in my area and have senior manager support for that.
Change is part of my job and I always contribute to any change going on in my area so that it is successful in delivering benefits.
I am focused on change success by continuously improving the way we do change through our organisation processes.
If I had to implement a change I would not know where to start.
 
 
 
Where do you consider you work within your organisation?
 
Front line staff
 
Front line manager/supervisor
 
Middle manager
 
Senior (executive) manager
 
Professional change manager
 
Other
 
 
 
 
Which sector do you work in?
 
Central Government organisation
 
Local government or devolved public body
 
Health Service
 
Commercial business
 
Not for profit
 
Other
 
 
 
 
* We would like to add you to our newsletter mailing list. We send out a newsletter about once a month with the latest ideas from our blog and what is happening in change management. Please indicate if you would like to receive our newsletter.
 
Yes please
 
No thank you
 
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C4CM™ is a Trade Mark of the Centre for Change Management Limited