Assessment
Change Style Indicator (CSI)
How a leader prefers to approach change, on a continuum of Conserver, Pragmatist, and Originator.
What it is
The Change Style Indicator (CSI) is a leadership development tool that helps a leader understand their preferred approach to change and adapt their style to support organizational transformation.
It places a leader on a continuum of change preferences, Conserver, Pragmatist, and Originator, so that they can recognize their own tendencies, appreciate other perspectives and develop the flexibility to lead change well.
- What it measures
- A leader’s preferred approach to change, placed on a continuum of Conserver, Pragmatist and Originator.
- When we use it
- In the coaching process and in leadership development, when a leader or a team is leading change.
What it gives a leader
-
Understanding change preferences
The CSI helps a leader identify where they fall on the change spectrum.
-
Enhancing adaptability and flexibility
Change often calls for different perspectives, and the CSI encourages a leader to adapt their approach to the context and the needs of the team or the organization.
-
Improving communication and collaboration
The CSI helps a leader appreciate the diversity of change styles within their team.
-
Facilitating strategic decision-making
The CSI shows a leader their potential blind spots as well as their strengths, which supports balanced, strategic decisions.
-
Building resilient, change-ready teams
With the CSI a leader learns to create an inclusive, change-resilient environment by drawing on each team member’s style.
The Change Style Indicator equips a leader with the awareness and the adaptability that successful transformation needs. Understanding and valuing different approaches to change lets a leader build a balanced, resilient organization that thrives in today’s dynamic environment.
Where it sits
Inside the coaching process
This instrument is used inside the coaching process, at the assessment step. The full coaching process
-
In this first meeting we establish a strong connection and clear alignment. We explore your goals, discuss what success looks like for you and make sure we are a good fit for the work ahead. This foundation sets the stage for work that has an effect.
-
Using a trusted assessment, we look closely at your strengths, your growth areas and your natural tendencies. These insights give you a deeper understanding of your own leadership style, and help us identify the specific areas that will support your growth and resilience.
-
We collect feedback from the people who work closely with you: your colleagues, direct reports and supervisors. These insights give a rounded view of how others perceive your impact, which helps us pinpoint the key areas for development and for alignment with organizational goals.
-
Together we design a personal development plan with concrete steps, timelines and measurable goals. The plan keeps you focused and makes sure each step aligns with your professional goals and your organization’s priorities.
-
Our regular sessions give you the support, accountability and feedback needed to address challenges and refine your strategies. This is where the real change happens, as we translate insights into steps you can act on that make a lasting difference.
-
Midway through, we pause to review your progress. This is a chance to recognize what has been achieved, work through any obstacles and make sure your development plan is still aligned with your goals. We adjust as needed to keep you moving forward with confidence.
-
As the formal coaching concludes, we outline a clear plan for continuing your growth and applying your insights on your own. This path forward equips you to sustain and build on your progress long after our sessions end.
Common questions
What does the Change Style Indicator measure?
A leader’s preferred approach to change, placed on a continuum of Conserver, Pragmatist and Originator.
When is the Change Style Indicator used in coaching?
In the coaching process and in leadership development, when a leader or a team is leading change.
Who is executive coaching for?
CEOs and senior leaders, and their teams. Each of the three coaches held senior operating roles before coaching, so the conversation is with someone who has sat where you sit.
How do I start?
With a short note through the form on this page, saying what you are facing. A coach replies personally.
Is executive coaching confidential?
Yes. All coaching conversations are completely confidential. Information is shared only with explicit written consent, and written agreements protect your privacy and intellectual property. The one exception is a legal obligation to report an immediate risk of harm.
Talk to an executive coach.
Thank you.
Your note is on its way. One of the three coaches will reply to you personally.