Module 5
Most improvement projects generate more ideas than a team can realistically test at once. The Effort/Impact Matrix helps teams evaluate potential change ideas, prioritize resources, and identify which interventions are most likely to produce meaningful results with the least amount of effort.
What Do We Mean by "Impact" and "Effort"?
Before plotting an idea on the matrix, the team needs a shared sense of what counts as "high" or "low" on each axis. There's no universal formula — these are relative judgment calls your team makes together, based on questions like the ones below.
| Impact — Ask: | Effort — Ask: |
|---|---|
How many patients, families, or staff would this change affect? |
Can we test this with the staff and tools we already have? |
Would it meaningfully improve safety, experience, or outcomes — or just be a nice-to-have? |
Does it require new funding, technology, training, or approval from other partners? |
Does it move the specific outcome our KDD is tracking, or is the connection indirect? |
Could we realistically try it within days or a couple of weeks? |
More "yes" answers → High Impact. Fewer, or affects only a handful of cases → Low Impact. |
"Yes" to the first questions → Low Effort. "Yes" to needing new resources or a longer runway → High Effort. |
Effort vs Impact
| Impact | Low Effort | High Effort |
|---|---|---|
High Impact |
DO FIRST — Quick wins that build momentum and demonstrate value |
PLAN CAREFULLY — High value but needs resources, time, and coordination |
Low Impact |
CONSIDER — Easy but modest gains; may not justify tracking |
DEPRIORITIZE — High cost, low return; table for now |
⭐ Real-Life Tip
Use this matrix with your team during KDD development to ensure your first PDSA cycles target interventions most likely to generate learning and early wins. This keeps teams motivated and helps you build the evidence base for larger-scale changes.