Change Readiness is assessed from two perspectives:
• Organizational systems and structures that need to be improved
• People and culture that can support or resist the change
The assessment should include the impact of the change initiatives and the capability of the organization to absorb change. The following elements should be considered as part of the assessment:
Culture and historical experience
o What systemic attitudes, and impediments exist that are likely to impact the process?
Policies, processes, roles, and decision-making norms
o How well does the organization function during change efforts?
Accountability hierarchy
o Can the organization hold its employees accountable?
Change agenda: size, timeframe
o How well positioned is the organization to be able to absorb changes planned without creating a risk of overload in affected areas?
Resources applied to change management and their expertise
o What experience is available to assure coordinated change management activities around communication, process and organizational structure design, and human resources planning?
Leadership’s capability of supporting the change
o What leadership capability does the organization have and how well will change be supported to achieve goals
Interdependencies between systems
o Can interdependencies between systems be identified?
When dealing with a specific change effort, the following elements should be considered:
Motivations, barriers, and limitations to moving forward on a particular change effort
o What creates desire for the envisioned change, and what creates impediments?
Context for the change
o In what set of contexts does the change need to be successful?
People and organizations
o Are all the stakeholders and their interests identified, and are they aware of the potential change and its benefits?
Support and resources associated with the particular change effort
o What is needed to reduce impediments and enhance support for the change?
