Change Audit

A Change Audit is a compact diagnostic engagement. I conduct 10 interviews with your team, review your change materials, then deliver a 3-page findings document plus a 90-minute debrief.

The question it answers: How is this change actually landing? What are the hidden obstacles nobody is talking about?

When to use it

A Change Audit is useful when:

• You're in the middle of a significant change—merger, restructuring, new process, culture shift
• You suspect the change isn't landing the way leadership intended
• You want to understand obstacles before they become visible problems

How it works

I spend one week interviewing and reviewing. Then I write up what I've found.

Interviews (3–4 days)

• 10 conversations across different levels and departments
• Open-ended questions about experience, obstacles, and concerns
• I'm looking for patterns, not collecting complaints

Materials Review (1 day)

• I review change communication, project plans, and any feedback already gathered
• The goal is to find gaps between intent and perception

Findings Document (3 pages)

• What's working: where change is taking hold
• What's stuck: where friction or resistance is highest
• What's missing: gaps in understanding, resources, or communication

Debrief Session (90 minutes)

• I walk through the findings with you
• We discuss implications and what to do next

Timeline: 2 weeks from start to debrief

How it differs from Culture Portrait

A Change Audit looks at how a specific change is landing. A Culture Portrait characterizes your overall culture before any change is designed. Use Change Audit when you're in motion; use Culture Portrait when you need to understand the baseline first.