The SPACE™ Change Diagnostic
Change doesn't happen to organizations. It happens through people.
The SPACE™ Change Diagnostic gives you a simple way to reflect on five human conditions that influence how people experience, navigate, and integrate change:
- S — Safety
- P — Perception
- A — Attunement
- C — Capacity
- E — Embodiment
This self-assessment is designed to help you identify where you may want to look more closely. It is not a scientific or clinical assessment, nor is it a maturity model, and it is not intended to provide a definitive measure of organizational readiness.
It's a read on whether people have the human conditions and capacity they need to confidently navigate the change you're asking of them. This is how change becomes integrated, not just implemented.
How to complete this diagnostic
For each statement, select the response that best reflects what you genuinely know about the change.
Try not to answer based solely on what you hope is true, but what you truly believe is true.
Response options
What does "I don't know" mean?
If you don't have enough information to answer confidently, choose "I don't know."
"I don't know" is not a negative response, and it does not mean the statement is untrue. It means you do not have enough information to assess it, and not knowing how people are experiencing a change can be an important finding in itself.
For scoring purposes, an "I don't know" response is assigned a score of 0. This is intentional. If you cannot assess what is happening for people, that lack of visibility is itself an important finding.
A high number of "I don't know" responses may indicate that there is limited awareness of how people are experiencing the change — particularly from a leadership perspective. The goal is not to avoid "I don't know." The goal is to notice what you don't know.
Your SPACE™ Snapshot is ready
One last step.
Please enter your email to see your scores, plus a full breakdown of what your score means for each of the five SPACE™ elements.
Your results
Here's what your responses reflect about the conditions currently supporting this change.
Your "I don't know" responses are worth paying attention to.
If you found yourself selecting "I don't know" several times, it may indicate that you don't have enough visibility into how people are actually experiencing the change.
That's not necessarily a problem with the change itself — but it is information.
Leaders can easily assume they know how people are feeling, particularly when they are removed from the day-to-day experience of the change. A lack of visibility can make it difficult to recognize concerns early, understand what people need, or know whether the conditions for change are actually in place.
Worth exploring: Where might you need to listen more, ask better questions, or create more opportunities for people to share what they're experiencing?