Note: Your assessment results are for your use only and will not be shared.
Please complete the following Change Readiness Assessment. For each category, choose a drop down rating between 1 and 10 (1 = poor and 10 = excellent) that best reflects your organization.

Question Title

* 1. A winning strategy: Organizations succeed when they develop clear strategies that are effectively aligned with the company's strengths.

1=we are poor at this
We are unclear about our strategy and what will be necessary to win. We routinely overestimate our strengths or are so risk-averse we miss opportunities.

10=we are excellent at this
We have a very clear and meaningful strategy. We know how to play to our strengths and measure outcomes against our goal.

Question Title

* 2. A Compelling and Urgent Case for Change: Success happens because there is a widely “felt” need for change.

1=we are poor at this
There is no sense of urgency or understanding of the need for change.

10=we are excellent at this
The organization is very clear that we must change and why.

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* 3. Specific Change Criteria: Success requires clearly defined and communicated, non-negotiable performance and change criteria.

1=we are poor at this
Rules and change requirements shift and there is little follow-through or adherence to any change expectations or criteria.

10=we are excellent at this
We are very good at defining and communicating the required, non-negotiable change criteria.

Question Title

* 4. Clear Performance Focus: Success comes from a tight, clear connection between change expectations and business results. 

1=we are poor at this
There is a weak or unclear connection between our change expectations and how they will impact business results.

10=we are excellent at this
We have clear and measurable objectives and we are disciplined about managing and holding ourselves accountable to them.

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* 5. Balancing Decision-Driven and Behavior-Dependent Change: Some change can be “decided” (restructuring, purchases, hires/fires). Other change is “behavior-dependent” (skill building, new processes, new accountabilities). Success requires a balanced mix of both.

1=we are poor at this
We do not support behavior changes required to capitalize on decisions, or we are unwilling to make hard decisions and rely only on changing employee behaviors to drive change.

10=we are excellent at this
We balance the decisions we make with the effort and behavior changes needed to execute successfully.

Question Title

* 6. Appropriate Skills and Resources: Successful change requires addressing skills and the level of resources dedicated to the effort.

1=we are poor at this
We regularly understaff efforts and/or fail to recognize that we don’t have the right talent for the effort.

10=we are excellent at this
We define the required skills and level of capabilities required and reallocate resources as needed.

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* 7. Structure and Systems Requirements: Success executing a change effort requires a willingness to address appropriate structure and systems changes. 

1=we are poor at this
We routinely use systems as an excuse or assume restructuring is the answer for every challenge.

10=we are excellent at this
We plan and organize resources to put the right structure and systems in place for success.

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* 8. Leader Ability and Willingness to Change: The ceiling on any attempt to change is set at the leaders’ willingness to embrace and embody the change.

1=we are poor at this
Change for others is fine, but leaders do not see the need to change themselves.

10=we are excellent at this
Key leaders model needed change for others.

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* 9. Mobilized and Engaged Pivotal Groups: Successful organizations tap critical internal influencers to champion the change and actively engage staff in a compelling employee value proposition.

1=we are poor at this
We don't have enough leaders that inspire and influence change. We don't effectively engage our employees.

10=we are excellent at this
We know our formal and informal leaders and engage them to help bring the whole organization toward success.

Question Title

* 10. Tight Integration and Alignment of All Initiatives: Major change inevitably requires multiple efforts. Success comes from effective prioritization and alignment of resources.

1=we are poor at this
We have conflicting priorities and allow specific efforts to stall even if they may derail larger efforts to change.

10=we are excellent at this
We are very disciplined and keep all the plates spinning, resolving conflicts before they get out of control.

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