What are considered predictors of performance in change management?

Lead measures are considered predictors of performance in change management because they are proactive indicators that can influence future outcomes. These metrics focus on the activities and behaviors that drive the success of change initiatives. By measuring these lead indicators, organizations can assess their progress and make necessary adjustments before the final outcomes are achieved.

In change management, lead measures often include factors such as employee engagement, training completion rates, and participation in change initiatives. These indicators help managers understand how effectively changes are being implemented and guide them in making informed decisions to enhance performance.

The other options, while relevant in various contexts, do not serve as direct predictors of performance in change management. Financial outcomes typically reflect past performance rather than guiding future actions. Market trends can indicate external conditions affecting the organization but do not provide insight into internal change dynamics. Employee satisfaction metrics may offer important insights into the workplace environment, but they do not directly indicate how well a change is being managed in real time, making lead measures the more effective choice in this context.