Why the Kanosis Change Readiness Model
None of the current change management methodologies answers the “readiness” question in a scientific way. They focus on the people side of change once the initiative has started. That is why combining the Kanosis Change Readiness model complements established change methodologies such as PROSCI ADKAR, Kotter’s 8-Steps, or Lewin’s Change. Kanosis supports the readiness side and allows you to prepare and fortify the organization before change, and the other methodologies support the execution.
The Kanosis Change Readiness Framework includes the below metrics:
- Kanosis Readiness Index™ (KRI)
- Kanosis Clarity™ Stages of Change
- COM-Biz™ Diagnostic
- Change Sentiment Index (CSI)
The Kanosis Framework builds on evidence-based behavioral science and organizational psychology, using inspiration from the Transtheoretical Model of Change (TTM) and the COM-B Framework to evaluate how effectively organizations move from awareness to sustained transformation.
We believe in leveraging collective human behavior patterns in organizations to determine the status and progression of change.
The Transtheoretical Model of Change (TTM) leverages the “Stages of Change” and proposes that readiness determines whether change will succeed, not strategy or intention. However, the Stages of Change has a limitation in the fact that it only addressed a singular change, not a modality of change.
This is where Kanosis introduces the COM-Biz™, which was inspired from the COM-B developed by Michie et al. (2011), which asked the question: What are the base requirements for a behavior to occur? The answer they uncovered was Capability, Opportunity, and Motivation → into behavior.
When combined into the Kanosis Change Readiness Model, you have a 360-degree view of the overall readiness and how to navigate change risk as you execute. And you can pinpoint variability down at the team level.
Kanosis Readiness Index™ (KRI)
The Kanosis Readiness Index (KRI) provides a composite view of the organization’s ability and willingness to execute change. It integrates two foundational elements- Change Commitment & Change Efficacy and is produced through a series of statistics. Because readiness is rooted in what people believe and how confident they feel, the KRI effectively predicts the probability of success. High commitment plus high efficacy consistently correlates with stronger execution and sustained adoption. If you want one metric to predict your likelihood of success- this is it.
The Kanosis Stages of Change:
The Stages of Change represent the distinct phases organizations move through as they adopt, implement, and sustain new ways of working. Behavioral change research shows people (and systems) oscillate between stages, micro-regressing to reinforce foundations or patch weak spots. And different parts of the organization may operate in different stages simultaneously, but collectively they indicate where an organization stands.
Below are the Kanosis Stages of Change.
Stage 0 – Pre-change “Pre-Contemplation” – No intention to change; perceived costs or disbelief outweigh the benefits.
Stage 1 – Evaluate “Contemplation” – Pros and cons weighed seriously.
Stage 2 – Commit “Preparation” – Decision is made and preparing to act.
Stage 3 – Implement “Action” – New behavior/process is live but high variability.
Stage 4 – Integrate “Maintenance” – The change is the norm and variability is low.
The COM-Biz™:
Is based upon Capability, Opportunity, and Motivation when they converge at the point of performance. We assess these three components individually, as if one core driver is weak, the other two inputs are also limited in impact as a result. All three are interdependent on the other, and weakness in one constricts the impact of the other two.
Capability is the “Can we do it” driver- composed of areas such as training, skills to task, coaching, job aids, and SOPs.
Opportunity is the “Does our system let us do it” driver- composed of available time and bandwidth, clean processes, psychological safety, and leadership modeling.
Motivation is the “Do we choose it now” driver- composed of emotional energy, climate, is the change worth it, incentives, and connection to mission.
Change Sentiment (CSI):
The Change Sentiment Index measures the organization’s collective emotional and perceptual response to change. It captures how people feel about change whether it is viewed as disruptive, neutral, or energizing. This layer acts as the organizational voice behind the data and allows us to integrate critical context.
Why this works
Because readiness is the single most predictive factor in whether change succeeds or stalls. Traditional methodologies help organizations execute a change. Kanosis helps organizations prepare for it scientifically, behaviorally, and structurally. Without a strong readiness foundation, you are left to build the airplane midflight.
When leaders understand where teams truly stand, they can deploy resources with precision, reduce resistance, and increase the likelihood of successful adoption.
Change is a behavioral process, and understanding behavioral readiness creates the foundation for sustainable transformation.