Introduction: This paper presents the innovative development of an Organimetric Index that measures and describes energy for impact through proclivity, rather than personality. The language and concept of the Organimetric approach is shown to be practical and scalable, as it applies and integrates at individual, team and organisational levels. 


Purpose: Organisational growth requires effective transformation, particularly identifying people who 'think differently'. Responding to a funded corporate client request, researchers were able to scientifically investigate what makes a 'game changer' from organisational field study.


Methods: Research followed 3 main phases over three years: Phase 1 was an initial exploration of the characteristics of 'Game Changers' using Repertory Grid interviews which yielded 180 distinct observations. Phase2 built on phase 1, with pilot item analysis suggesting defining characteristics for Game Changers under two broad constructs - Imagination and Obsession. Phase 3 expanded the Game Changer self-perception data. Factor analysis of confirmed item constructs was completed on a working population sample (n=7,880) to explore the meaning of different responses to the questionnaire.


Results: The research yielded reliable and valid measures of 'Game Changers' alongside four additional distinct proclivities when it came to making an impact at work. These were identified behaviourally as Strategist, Implementer, Polisher, and Play Maker. These differences are now represented as an Organimetric Index identifying both the individual and collective impact of how people contribute to achieving transformational change. 


Conclusions: The results and scalable application case studies show the Index provides a clear framework that can be used to inform key business decisions in transformational organisational change. This is conducted in an inclusive way by acknowledging the diversity of thought and action that come from different proclivities. International sampling has found very few differences in the proclivity scores, however more data is being gathered to confirm.