What is openness to change?
Openness to change is the capacity to examine and adapt to change without letting routine preference, emotional reaction, short-term inconvenience, or rigid beliefs decide automatically.
Reflect on how you respond to disrupted routines, short-term discomfort, new evidence, and change proposals that may or may not deserve support.
Answer as you are today
Choose the answer that best describes your recent behaviour at work. No email required.
What does openness to change mean?
Openness to change is the capacity to examine and adapt to change without letting routine preference, emotional reaction, short-term inconvenience, or rigid beliefs decide automatically.
Why it matters at work
Resistance is not always irrational; a proposed change may be poorly designed or harmful. The useful capability is to separate evidence-based objection from an automatic reaction and engage constructively with what the change requires.
What this assessment measures
Reaction & routine
Noticing the pull of familiarity and regulating the first emotional response to disruption.
Evaluation & flexibility
Testing the rationale, evidence, alternatives, and one’s own assumptions with an open mind.
Experiment & adaptation
Trying bounded new behavior, learning from it, and helping make implementation workable.
How to interpret your score
Your overall result is normalised to a 0–100 scale. Use it to choose a practice area, not to compare your worth with somebody else.
Build your openness to change foundation
Your answers point to situations where one visible routine could make this capability more reliable.
A developing openness to change pattern
You use this capability in some conditions. Strengthen the dimension that becomes least dependable under pressure.
A strong openness to change pattern
Your answers suggest a reliable pattern. Keep testing it against harder situations and feedback from people affected.
Designed for reflection, not diagnosis
The ten behaviour-based statements cover 3 practical dimensions. Responses run from “Never” to “Almost always”; negatively worded items are reverse-scored. Overall and dimension results are converted to a 0–100 scale. The assessment is educational and has not been psychometrically validated.
Read the full assessment methodology and editorial standards.
Research that informed this page
Shaul Oreg (2003), “Resistance to Change: Developing an Individual Differences Measure”, Journal of Applied Psychology.