Change Durability Index™
Will this change take hold and last? Seven conditions, 28 statements, about seven minutes.
Why this matters
Launching a change is the easier part. Keeping it going after the announcement, the training and the first reporting cycle is where many efforts lose strength. This index looks at seven conditions that help change last, from your point of view as a senior leader.
Your results appear on screen and in a PDF you can keep. You will bring them to a working session with your fellow executive and with Dan Burns.
Three words we use with care
Picture a change where every unit adopts a new customer onboarding process.
What we track. A single count or observation. Example: 112 of 140 new customers this month were onboarded with the new process.
What we act on. A measure with a baseline, a target, a date and a decision. Example: the share onboarded the new way, from 20% at launch to 95% by June 30. If it misses two months in a row, a named senior leader convenes unit heads within ten days.
What leaders steer by. One of the few metrics tied most closely to the strategic goal. Example: average days from sign-up to first use, from 18 to 10 by December 31.
About you and the change
How to answer. Think about the change named above. For each statement, choose how true it is today. Answer for the organization as it is now, not as you hope it will be. Choose Not sure when you do not know. That answer is useful information too.
Two optional questions
Privacy
Your answers go to Burns Leadership Consulting only if you opened this page from the link your coach sent you. They are used to prepare your working session and are shared only with the people in that session. Your coach will not share your individual answers outside it without your permission. Without that link, nothing is sent.
Your results
© 2026 Burns Leadership Consulting, LLC. All rights reserved. Change Durability Index™ is a research-informed developmental tool and has not been validated as a predictor of change outcomes.