Rate your organisation across five critical risk dimensions and receive an instant heat map, severity ratings, and prioritised advisory recommendations — no waiting, no downloads.
5Risk dimensions
15Diagnostic questions
~4 minTo complete
InstantResults on screen
Step 1 of 50% complete
About this assessment
What you're about to complete — and why it matters
Most organisations invest heavily in transformation — AI adoption, restructures, mergers, digital programmes — without first understanding where they are organisationally exposed. This scorecard is a structured self-diagnostic: 15 questions across five risk dimensions that collectively reveal how ready your organisation is to sustain change, and where the blind spots are.
The five dimensions you'll be rated on
Capability Risk
Skill gaps that threaten strategic execution and digital transformation outcomes
Talent Concentration
Over-reliance on key individuals creating single points of failure
Succession Risk
Leadership pipeline gaps that endanger continuity and planned transitions
Culture Risk
Misalignment between stated values and operating behaviour — a hidden driver of attrition
Transformation Risk
Organisational readiness gaps and change fatigue that could derail AI adoption, digital programmes, or restructures
How to answer
Answer for your organisation as it operates today — not as it aspires to be or as policy documents describe it. The most useful results come from honest current-state assessment.
There are no right or wrong answers. Higher risk ratings don't reflect poorly on you — they reflect an opportunity for structured advisory intervention before a critical programme is at risk.
Answer from a whole-organisation view where possible. If you lead a business unit, answer for that unit — your results will still be meaningful and directionally accurate.
Select the option that best fits, not the perfect fit. Each option is a range, not a precise definition. Pick the closest match.
Complete all 15 questions — skipping dimensions will limit the accuracy of your risk profile. Each section takes under 60 seconds.
Who is this scorecard designed for?
This assessment is most relevant to senior leaders and decision-makers who are responsible for organisational performance, transformation programmes, or people strategy.
CHROs & HR Directors
COOs & Transformation Leads
CEOs & MDs
L&D & OD Heads
Strategy & Planning Leaders
Your responses are used solely to generate your risk profile on this page. Results are shown instantly in your browser — nothing is submitted or shared until you choose to request a consultation with Edstellar's advisory team.
~4 minutes · 15 questions · Instant results
Dimension 1 of 5
Capability Risk
How exposed is your organisation to critical skill gaps that could undermine strategic execution or digital transformation outcomes?
Q1. How well do your teams' current skills match what your 2-year strategy requires?
Significant gaps — many roles unprepared
Moderate gaps — some functions at risk
Manageable — targeted upskilling underway
Strong alignment — gaps are minor and tracked
Q2. Does your organisation have a visible skills inventory or competency framework?
No structured inventory exists
Partial — exists in some functions only
Mostly in place, not fully current
Comprehensive, updated, and role-mapped
Q3. How quickly can your organisation reskill or upskill when new capability needs emerge?
Reactive — we respond after impact is felt
Slow — multi-month cycles to mobilise
Moderate — planned but not fast
Agile — learning interventions deployed quickly
Dimension 2 of 5
Talent Concentration Risk
How dependent is your organisation on specific individuals for critical knowledge, relationships, or execution capacity?
Q1. How many critical roles have only one person who can perform them effectively?
Many — significant single points of failure
Several — in key functions or geographies
A few — mostly addressed or being addressed
Minimal — cross-training and redundancy in place
Q2. What happens to institutional knowledge when a senior leader or specialist leaves?
Significant loss — knowledge leaves with them
Partial recovery — some documentation exists
Managed — handover processes in place
Well captured — documented, distributed, embedded
Q3. How visible is talent concentration risk to your senior leadership team?
Not on the radar
Acknowledged but not tracked
Tracked informally or occasionally
Monitored with a formal risk register
Dimension 3 of 5
Succession Risk
How prepared is your leadership pipeline for planned and unplanned transitions at senior and critical levels?
Q1. How many of your C-suite and VP-level roles have a named, ready successor?
Less than 25% of critical roles covered
25–50% with active development plans
50–75% with active development plans
75%+ with robust pipeline and readiness ratings
Q2. How actively are high-potential employees identified and developed for future leadership?
No formal HiPo identification process
Informal — manager-nominated without structure
Structured but limited in reach or investment
Systematic — criteria-based, funded, and tracked
Q3. How confident are you in your ability to absorb an unplanned departure at the top?
Very low — it would cause significant disruption
Low — recovery would take many months
Moderate — manageable with some friction
High — continuity plans and deputies in place
Dimension 4 of 5
Culture Risk
How aligned is your operating culture with your stated values — and how much does that gap drive attrition, disengagement, or transformation failure?
Q1. How consistent is the gap between what your organisation says it values and how it actually operates?
Significant gap — visible and talked about internally
Noticeable — varies by function or leader
Minor — generally aligned with isolated exceptions
Strong alignment — values are lived, not just stated
Q2. How does culture manifest during periods of pressure, restructure, or change?
Reverts to blame, fear, or avoidance
Uneven — some teams hold, others don't
Mostly resilient with leadership modelling
Culture strengthens — trust and candour increase
Q3. How would you characterise current engagement and psychological safety levels?
Low — disengagement and attrition are measurable problems
Mixed — pockets of disengagement across teams
Generally positive — some improvement areas
High — people stay, speak up, and give discretionary effort
Dimension 5 of 5
Transformation Risk
How ready is your organisation to absorb and sustain major change — and how exposed are you to change fatigue, resistance, or adoption failure?
Q1. How would you describe current change management maturity in your organisation?
Ad hoc — change is managed reactively and inconsistently
Developing — some structures, limited adoption
Established — structured approach, reasonable adoption rates
Mature — embedded methodology with measurable outcomes
Q2. How would you characterise your workforce's current change fatigue levels?
High — multiple overlapping changes with no relief
Elevated — fatigue visible in resistance and disengagement
Moderate — managed but monitored
Low — organisation has capacity and appetite for change
Q3. How aligned is senior leadership on the priorities and approach of your current transformation agenda?
Significant misalignment — competing agendas at the top
Enter your details to reveal your organisation's full risk heat map, severity ratings across all five dimensions, and prioritised advisory recommendations.
Capability rating
Talent concentration
Succession pipeline
Culture alignment
Transformation readiness
Results appear instantly on this page. No downloads, no emails, no waiting.