How do you reply to a classmate about Sirkin, Keenan, and Jackson's DICE Model gives us a four-factor model for predicting the success of a change initiative by looking at: Duration, or how frequently the change project is formally reviewed; Integrity around leader's skills and credibility, plus the skills, motivation, and focus of the change team; Commitment - first of senior management, then of general employees; and finally the level of increased Effort that employees must make to implement the change (Deszca et al., 2023, pg. 435). Utilizing The Dice Model allows us to assess risk and point to concrete things that can be done to minimize or manage those risks during the planning and deployment phases of a change initiative. Running my change initiative of Starbucks switching over from single-use cups to reuseable cups in their stores through the DICE Model, I calculated the following score: Duration: 1 point (time between project reviews is less than 2 months) Integrity: 2 points (leader and team are partially lacking - motivation, time to devote) Commitment of Senior Management: 1 point (clear and consistent support for environmental consciousness and moving toward a green business) Local-Level Commitment: 3 points (baristas may be moderately reluctant to the change, given how many other changes have taken place with Back to Starbucks) Effort: 3 points (incremental effort is 20% to 40%) With the final calculation of points being Duration + (Integrity x 2) + Commitment