The Situation
Go-live was 3 months ago. The project team has disbanded. Leadership wants to declare success and move on. You need to show whether the change has actually been adopted — or whether it's at risk of reverting.
Set Up the Assessment
| Initiative Type | ERP Implementation |
|---|---|
| Change Type | Planned |
| Organization Size | Large (5,000+ employees) |
| Timeline | Standard (24 months — adjusted from compressed) |
| Initiative Stage | Sustaining |
Enter these details when you start your assessment in the app. Timeline adjusted to Standard — the project ended up taking 24 months.
What to Look For in Results
| If the dimension scores... | What it means | What to do |
|---|---|---|
| All dimensions ≥ 70% | The change has taken hold | Share success story, transition to continuous improvement |
| Culture < 70% | Old behaviors are creeping back | Reinforcement plan — recognition, incentives, leadership modeling |
| Training < 70% | Users still struggling with the new system | Targeted retraining or job aids for specific user groups |
| Leadership < 70% | Leaders have disengaged post-go-live | Re-engage leaders in sustaining communications |
| Any dimension dropped significantly since Implementation | The change is at risk of reverting | Intervene immediately — this is your early warning |
The Conversation with Your Client
"Your Adoption Score shows the change is holding on five of six dimensions. But Leadership has dropped 15 points since Implementation — your sponsors have moved on to the next initiative. That's the biggest risk to sustained adoption. I recommend a quarterly leadership check-in for the next two quarters to keep sponsors visibly engaged until the new ways of working become truly embedded."
When to Reassess
3 months, 6 months, and 12 months post-go-live — or whenever a new leader takes over a key area.
Ready to try this yourself?
Open the Assessment