C2IQ
C2IQ: Measuring the Human Risk Behind Failed Change Initiatives
C2IQ is a "Human Risk Intelligence" platform that measures the change resilience and human connection skills that determine whether organizational change efforts succeed. The company was founded by Maureen "Mo" Berkner Boyt, who serves as CEO and is based in Fort Collins, Colorado (LinkedIn; RocketReach, 2026). Boyt previously founded The Moxie Exchange, a leadership development and mentoring organization focused on diversity, inclusion, and belonging, and has spent more than 30 years working in leadership development and organizational change (Master Your Merger podcast description, 2026). C2IQ also produces a podcast, Make or Break, featuring conversations with HR, M&A, and change leadership practitioners on the human side of transformation.
What C2IQ does
C2IQ's platform runs an 8-to-10-minute, science-backed assessment that measures two skill domains: change resilience (adaptability, stress response, agility under pressure) and human connection (trust-building, empathy, collaboration) (C2IQ, 2026). Results roll up into organization, team, and role-level risk heat maps, plus individual reports and ongoing coaching nudges for employees. The company positions this as filling a gap left by traditional tools, which the company says rarely identify which teams lack the concrete skills to navigate disruptive change such as M&A integration or AI adoption (C2IQ, 2026, citing the company's own framing). C2IQ also runs a certification program, training HR M&A advisors and internal transformation leaders to use the platform and its methodology.
Where it fits
C2IQ says it's built for two audiences: HR M&A advisory firms that want a proprietary diagnostic to differentiate their due diligence and post-close integration work, and internal transformation leaders trying to see where change fatigue and burnout are emerging across their organization (C2IQ, 2026). It's a fit for organizations in the middle of, or about to enter, a major change effort, an acquisition integration, a large-scale AI rollout, a restructuring, that want a more concrete, measurable read on employee readiness than a standard engagement survey provides.
Why this matters for people leaders
Most organizations plan the technical and financial side of a transformation carefully but treat the human side as something to manage reactively once problems surface, by which point key people have often already disengaged or left. C2IQ's bet is that the skills underlying change resilience and connection are measurable and coachable rather than fixed traits, which reframes a soft, hard-to-plan-for risk as something leaders can actually track. For organizations focused on Culture, Performance, and Retention, particularly those navigating M&A or major AI-driven change, that shift, from managing change fallout after the fact to spotting the risk early, is the more interesting idea here, whatever a given team decides about the specific tool.
