Change is a constant in the workplace, but how we respond to it varies greatly. Some people embrace change quickly and seek innovation, while others prefer stability and incremental adjustments. But here’s the catch—most of us don’t stop to think about our own change preferences or how they impact the way we work and lead.
The Change Style Indicator 1st Edition (CSI) and 2nd Edition (CSI 2) assessment helps individuals and teams uncover their natural tendencies toward change. It’s a tool that provides invaluable self-awareness and helps organizations navigate change more effectively. Whether you’re a leader managing transitions or an employee experiencing them, understanding your change style is a game-changer.
Why Self-Awareness Matters in Change Management
Before taking the Change Style Indicator assessment, many people have never truly reflected on how they process change. They may know whether they prefer fast-paced change or gradual adjustments, but they don’t often recognize how that preference impacts how they present change to others.
For example, when I took the Change Style Indicator assessment, I learned something surprising: I prefer to receive change quickly, with the big picture upfront, before diving into the details. However, I wasn’t presenting change to my team that way—I had been introducing change in a way that didn’t align with my own natural preference.
This realization led me to shift my approach. Now, I ask myself:
✅ Is this how I would want to hear this news?
✅ Is this how someone else on my team would want to hear it?
This small shift has made a huge difference in how change is received within my organization.
Change Style Indicator – The Three Change Styles
The Change Style Indicator assessment categorizes people into three primary change styles:
- Conservers – Prefer structure, consistency, and proven methods. They like to understand all the details before making a move.
- Pragmatists – Balance both innovation and tradition. They evaluate the pros and cons before deciding how to approach change.
- Originators – Love innovation, challenge the status quo, and seek transformation. They thrive on big, bold changes.
Why does this matter? Because an organization is made up of all three types! If leaders assume that everyone sees change the same way, they risk miscommunication, resistance, and disengagement.
How Leaders Can Use CSI to Improve Change Management
Change isn’t just about implementing new policies or tools—it’s about helping people process and adapt. Leaders who understand their team’s CSI results can:
🔹 Tailor their communication – Some team members need time to process change, while others want to jump right in.
🔹 Reduce resistance – Acknowledging different perspectives helps people feel heard and valued.
🔹 Strengthen team cohesion – Instead of pushing change one way, teams can adapt strategies that work for everyone.
For example, let’s say a company is implementing new project management software to replace Excel spreadsheets. A leader using Change Style Indicator might approach it like this:
✔️ Step 1: Context – “We’re introducing new software because we’ve outgrown spreadsheets.”
✔️ Step 2: Time to Process – “This will happen over the next three months to give everyone time to prepare.”
✔️ Step 3: Clear Next Steps – “We’ll meet weekly to learn the system together.”
This simple, structured approach ensures all change styles feel included in the process.
What CSI Can Do for Your Organization
✅ For Employees: CSI helps you recognize your own change tendencies, making it easier to adapt and communicate your needs.
✅ For Leaders: CSI provides insights into team dynamics, helping you present change in a way that resonates with everyone.
✅ For Organizations: CSI can reduce change resistance and increase productivity by aligning communication with employees’ needs.
Ready to Learn More?
If you want to understand your own change preferences and help your team navigate change more effectively, the Change Style Indicator (CSI) assessment is the perfect place to start.
🔹 Learn more about the CSI assessment here: Change Style Indicator Assessment
🔹 Learn more about our other leadership assessment here: EI Experience Assessments
🔹 Want to discuss the best assessments, workshops, and coaching for your team? Reach out to us here and let’s create a plan to help your team manage change successfully.
At EI Experience, our training workshops and online programs are designed to help individuals and teams not just face change—but navigate through it with confidence and clarity. Whether you’re managing transitions, leading through uncertainty, or supporting a team resistant to change, we equip you with the emotional intelligence and leadership skills needed to turn disruption into opportunity and progress.
And if you’re looking for a deeper dive into building emotional resilience, my book The Emotionally Strong Leader offers a six-step self-coaching program to help you lead from the inside out and become your strongest self.
Because change is inevitable—but your growth through it is intentional. Let’s help you lead the way.
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