See and map where change is landing on your teams
Every change tool tracks projects. Aspen joins each change to the org chart, answering the questions your projects can't: what is landing on the Finance team in October? who's affected? and how many changes are the team impacted by concurrently?
| Team | People | Oct | Nov | Dec | Jan | Feb | Mar |
|---|---|---|---|---|---|---|---|
| Finance | 120 | 2 from 2 impacts | 4 from 4 impacts | 4 from 4 impacts | 2 from 2 impacts | 1 from 1 impact | No impact |
| Payroll | 18 | 1 from 1 impact | 2 from 2 impacts | 3 from 3 impacts | 3 from 3 impacts | 1 from 1 impact | 1 from 1 impact |
| Customer service | 340 | No impact | 1 from 1 impact | 2 from 2 impacts | 3 from 3 impacts | 3 from 3 impacts | 2 from 2 impacts |
| Field operations | 610 | 1 from 1 impact | 1 from 1 impact | 2 from 2 impacts | 2 from 2 impacts | 3 from 3 impacts | 3 from 3 impacts |
| Legal | 14 | No impact | No impact | 1 from 1 impact | 1 from 1 impact | No impact | No impact |
| People and culture | 42 | 1 from 1 impact | 2 from 2 impacts | 2 from 2 impacts | 1 from 1 impact | 1 from 1 impact | No impact |
| Regional offices | 205 | No impact | 1 from 1 impact | 2 from 2 impacts | 2 from 2 impacts | 4 from 4 impacts | 4 from 4 impacts |
Map your change to the org and the reporting writes itself.
An impact is rated Low, Medium or High at the exact team or role it lands on, with a from and to window. Project teams maintain their own work. Reporting re-slices the same records by the people on the receiving end.
- Project scoped
Programmes, workstreams, projects and initiatives each hold their own changes and impact assessments. A team only edits what it owns.
- Reporting ready
Heatmaps, pressure and readiness views are all re-slices of the one dataset by org unit, team, sub-team or role. Nothing is re-entered to get a report.
- Roles and teams first
We map the org structure clearly so impact data survives staff churn and change. Roles and teams carry headcounts, which is how "this High impact affects 340 people" is easily computable.
- Limits and thresholds are configurable
Roll-up, stacking, inheritance and forward pressure are computed from the ratings you already hold. A High on 2 of 120 people reads Low at group level, based on Aspen's default rules. If you report differently, you can easily configure the thresholds to your own requirements.
The work of a change practice without the spreadsheets.
Aspen does the job of stakeholder analysis, change impact assessments, training needs analysis, readiness tracking and the change calendar, and keeps them on the same org hierarchy so they agree with each other. No more stacking spreadsheets to generate a consolidated view.
Impacts are set at the org level
Typed impacts (processes, systems, tools, job roles and more) rated at one org level, with a window, an estimate or confirmed flag, and an append-only reassessment history.
Three lenses, one dataset
Stakeholder, change and enterprise lenses over the same records. Monthly by default, weekly to zoom in, quarterly to zoom out. Need to see Forward Pressure reporting? Aspen does that too.
Sentiment and pulse surveys
Produce dated readiness snapshots per team and subject, and short per-change pulse surveys can be sent by link. We've designed pulse surveys to be anonymous when you need people to trust they won't be identified by their answers.
See the gaps
Get your training needs analysis out of the spreadsheet and into the change plan. Training gaps are linked to changes and teams, and you can connect them to the training activities on the calendar.
The convergence you would otherwise find out about in the month it happens.
Pressure is the projected impact load on each team over time, computed from every impact window across every programme. It is the view a portfolio office needs to sequence work and the view a team lead needs to say "not in February".
Confidential by default. Separated by design.
Assessments about people are sensitive. We've designed Aspen to never show confidential data to people outside the change team It's the design not a policy layered in afterwards.
Tenant isolation
Aspen is a multi-tenant SaaS where every query is tenant-scoped and access is default-deny. Membership to Aspen grants nothing until the change lead adds you to a scope.
Identity apart from change data
An org admin from the IT team manages SSO and security setup, but we've designed it so they cannot see change data at all. No more IT leaks about org change.
Nothing published by accident
Nothing is org-visible unless a change manager deliberately publishes a single dashboard, and they're warned first.
MFA for every user
Mandatory multi-factor authentication with TOTP and passkeys. No SMS. Enterprise tier adds SAML single sign-on.
A minimum group of five for survey themes
No sentiment or training-needs aggregate renders for a group under five, so a small team is not immediately identifiable from its own results.
Append-only history
Reassessments, sentiment and audit events are appended, never overwritten. Taxonomy changes never destroy in-flight records.
Change managers, change analysts and transformation leads.
Aspen is built and tested for firms with up to 100,000 people, and has been designed with regulated and public-sector organisations in mind.
- Change manager
Change planning, impact analysis, training activities and a whole suite of reporting to streamline your job, so you don't need to spend your days doing cross-sheet queries in Excel.
- Change analyst
Stakeholder impact analysis, training need assessments, reporting and much more than you get from Excel. See and plan against the org-chart without looking up the structure in your HR tool.
- Change lead, portfolio office
Read and report on the enterprise view of change across programmes, projects and BAU initiatives: find out the pressure by quarter, change stacking by team, and the RAG state of every change, all derived from the Aspen records.
See it on your own org chart
The more you tell us, the better we can prepare your demo. If Aspen doesn't meet your needs, we'll let you know instead of wasting your time.