Paste a change message. See how it reads to people who lean People, Process or Performance — after the work of Elias Porter — and get specific fixes before you hit send.
Does this look after us?
Wellbeing, fairness, being looked after. Whether the change costs people something — and whether anyone noticed.
It says what changes for whom. It names the difficulty. It offers real support and a real say.
Headcount language. Euphemism. “Don’t worry.” Pressure to get on board.
Does this hold up?
Logic, order, and being able to check the thinking — on their own time, in their own way.
The reasoning is stated. There’s evidence, a sequence and dates. It says what isn’t changing and where the detail lives.
“Soon.” “Details to follow.” Hype in place of reasons. A decision that arrives with no working.
What’s the call?
Results, pace, and clarity on who decides. What the outcome is and what they need to do.
The decision comes first. There’s a goal, a dated ask and a named owner. No hedging.
A buried lede. Soft asks. Passive voice. Four paragraphs before the point.
Most people sit between two lenses — and shift under stress, which is exactly when change lands. So the tool reads the message, not the reader. Write for all three and nobody has to translate.
The text you paste never leaves this page. No account, no logging, no AI call. Paste the real message — the one about the restructure is exactly the one that shouldn’t pass through a third party.
Based on Elias H. Porter’s Relationship Awareness Theory. People, Process and Performance are shorthand for the three motivational value systems in his model. The Strength Deployment Inventory (SDI®) is a separate, licensed assessment — this tool isn’t SDI, isn’t affiliated with it, and doesn’t diagnose anyone.
“A message doesn’t have to be everything to everyone. It has to give every reader something to hold onto.”