Organizational Change Readiness Assessment

What is an Organizational Change Readiness Assessment?

The organizational change readiness assessment is a tool created by TSI to help organizations determine their readiness for change. This tool is a great first step as part of a broader Organizational Change Management (OCM) approach and helps to quickly and simply determine an organization’s readiness for change and project success.

People engaging in an Organizational Change Readiness Assessment.

Why Work With Us?

Organizations that desire to implement significant change will only succeed if they have an environment that is suitable for such change. In consulting speak, we call this “Organizational Change Readiness”. At Transforming Solutions, we detail out specific strategies and needs to help organizations realize change. Part of that equation builds upon the very level of readiness of that organization to undergo necessary initiatives and work to successfully achieve change. With decades of experience working closely to drive change initiatives, TSI works with organizations to customize services based on their change readiness and overall change needs.

What We Do

With the benefit of our education, research and many successful change-oriented projects shaping our experience, TSI supports the belief that change can happen in an environment suitable and ready for change. In fact, we have developed a set of simplified criteria that we often use with our clients to help assess how ready an organization is to embark on an initiative for process improvement, redesign, re-engineering, and/or organizational change.

This Organizational Change Readiness Assessment tool can be used in several ways, including evaluating the perspective of several individuals (especially at various levels and positions) in your organization, measuring the readiness for change over time, as well as measuring risk before exerting the effort and resources on a large change/process improvement initiative. Once the assessment is complete, TSI works with organizations to review the outcome and develop a customized approach and plan for change.

Tools We Use

To assess readiness for change, TSI uses the Organizational Change Readiness Assessment.

Take the Free Organizational Change Readiness Assessment

Change Readiness Assessment Instructions

Rank your organization on a scale from 1-10 (10 = highest possible) in each of the following categories defined below. Giving a score of “10” means your organization meets or exceeds the description ALL of the time. A score of “1” means your organization is on the complete opposite end of the spectrum, NEVER exhibiting these characteristics.

Once you have filled in the rankings, you can see your score by clicking on the Calculate Your Score button below. This will also show you the meaning of your score. Once you have received your score, reach out to us at TSI to allow us to help you understand strategies or approaches towards sustainable and meaningful change.

Executive Leadership and Support

The organization is led by an executive who strongly and publicly supports the change initiative. The executive must be actively engaged with the change initiative in setting its direction, providing vision, co-creating recommendations and continually supporting the deployment of those recommendations.

 
 
 
 
 
 
 
 
 
 

Capacity and Capability to Change

The organization is adequately staffed and skilled to pursue a change initiative project from its initial planning stage through implementation. Full time (or close to it) resources are deployed on the project and other responsibilities take a “back seat” for those individuals. Team has the proper training, skills and grit to take on this (or these) initiatives.

 
 
 
 
 
 
 
 
 
 

Predisposition Toward Improvement

The organization has an inherent tendency (perhaps even a culture of improvement) to examine and improve itself. The Project Team is constructively critical of the problem area and regardless of its training in process improvement or organizational development, instinctively knows that it should be operating in a significantly better way. The organization also has had success implementing significant process improvement/change initiatives within the last several years.

 
 
 
 
 
 
 
 
 
 

Clarity of Destination

The change initiative project has a relatively “crystal” clear vision of where it would like to end up that is shared throughout the project team. This vision should define how it would like to function in their “new” environment.

 
 
 
 
 
 
 
 
 
 

Funding to Implement Change

Since change requires resources and at times additional capital, the organization must have adequate resources to staff the project and implement the short and long-term recommendations. This can be achieved by either directly providing all resources, sharing resources from other groups/departments or employing the use of contractors/consultants.

 
 
 
 
 
 
 
 
 
 

Alignment of the Project’s Improvement Objectives with a
Higher Level Organizational Mission and Objectives

Sustaining change requires alignment at multiple levels. At the highest level, alignment is required between the overall strategy the organization is pursuing (e.g., relative to its competitors, within their industry…) and how this change initiative enables the pursuit of this direction tactically. Secondly, alignment needs to exist between the goals and objectives of the project and the individuals, values on the project, and in the organization as a whole.

 
 
 
 
 
 
 
 
 
 

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