Change Readiness Assessment

Rate each of the following items by marking the option that most closely reflects your current assessment of your organization
 
The executives in the company are:
1. Satisfied with the way things are now. 
2. Dissatisfied, but not overly concerned about the present state. 
3. Very dissatisfied with the present state of the company. 
 
 
The sponsor of the change:
1. Has not been identified or has low respect and is distrusted by the organization. 
2. Is somewhat respected and trusted by the organization. 
3. Is highly respected and trusted by the organization. 
 
 
Teamwork:
1. Is rarely demonstrated because people work very independently. 
2. Is demonstrated during special projects and in areas that are highly interdependent. 
3. Is highly valued and demonstrated at all levels. 
 
 
Leaders in this organization:
1. Are opposed to providing the people and resources necessary to successfully implement changes. 
2. Are reluctant to provide the people and resources that are necessary to successfully implement changes. 
3. Are willing to provide the people and resources that are necessary to successfully implement changes. 
 
 
If we do not change, we are likely to:
1. Maintain financial and market share position. 
2. Experience some financial difficulties or loss of market share. 
3. Experience severe financial difficulties or loss of market share. 
 
 
Key people in the organization are seen as:
1. Weak advocates or resistors of the change. 
2. Mild advocates of the change. 
3. Strong advocates of the change. 
 
 
Front-line people in our organization:
1. Are given little or no input into the decisions that they must implement. 
2. Have input into decisions but must get approval before making decisions or changes. 
3. Are given the authority to make and implement decisions to do their work effectively. 
 
 
Leaders are:
1. Unaware of the amount of their time that is involved and may be unwilling to support the investment of time needed. 
2. Only somewhat aware that successful change requires a major investment of their time and are tentative to support investing the time needed. 
3. Fully aware that successful change requires a major investment of their time and are willing to provide the time needed. 
 
 
Our competitors are:
1. Lagging behind us in quality, cycle time or costs. 
2. Making some improvements in quality, reducing cycle time or reducing costs for their customers. 
3. Making great strides in improving quality, reducing cycle time or reducing costs for their customers. 
 
 
Executives:
1. Are unwilling to sustain strong support for change with long-term benefits and frequently support fire-fighting or quick-fix solutions. 
2. Are inconsistent in supporting change with long-term benefits and periodically support fire-fighting or quick-fix solutions. 
3. Demonstrate consistent support for change with long-term benefits and limit fire-fighting or quick-fix solutions. 
 
 
Our project team:
1. Has no project management training or experience. 
2. Has limited project management training and/or experience. 
3. Has been trained in project management and has proven experience. 
 
 
People believe that:
1. There will not be consistent long-term support for the changes. 
2. There is some concern that support for the changes may be short-term. 
3. Consistent long-term support for the changes will be provided. 
 
 
Over the last year, we have experienced:
1. Minimal to no quality or delivery problems with customers. 
2. Moderate, routine quality or delivery problems with customers. 
3. Severe quality or delivery problems with customers. 
 
 
In general, people view change as:
1. A painful process with no positive results for them and are very resistant. 
2. Painful but necessary if they can see the benefits of change. 
3. An important strategy for maintaining our competitive position. 
 
 
Meetings in our organization:
1. Tend to start late, stray off the topic and frequently seem like a waste of time. 
2. Stay mostly on the topic but tend to be dominated by a few people. 
3. Are efficient and orderly with opportunities for everyone to have input. 
 
 
The implementation of rapid change is:
1. In direct conflict with current values in the organization. 
2. Compatible with explicit values but may conflict with the way things are really done in the organization. 
3. Compatible with existing organization values. 
 
 
In general, we have:
1. Extremely low levels of turnover and/or absenteeism. 
2. Average levels of turnover and/or absenteeism. 
3. Excessive turnover and/or absenteeism. 
 
 
In the past, change has:
1. Been seen as a passing fad or a way to reduce headcount. 
2. Produced mixed results for either the company or employees. 
3. Been positive for both the company and employees. 
 
 
Project Team Members and the Executive Leadership:
1. Have received no training and have little knowledge of the change process. 
2. Have obtained knowledge through reading and other informal means of how to guide the change process. 
3. Have received training and have the knowledge needed to guide the change process successfully. 
 
 
Currently, we have:
1. Almost no training provided to people throughout the organization. 
2. Sporadic training. 
3. A system for training people that encourages the enhancement of skills on an on-going basis. 
 
 
Waste (time, rework, materials) is:
1. Lower than industry averages in our company. 
2. Moderate within our company. 
3. Excessively high within our company. 
 
 
Changing involves learning and learning usually involves mistakes. In general, people:
1. Feel threatened or fearful when mistakes are made, hiding them when they occur. 
2. Worry that mistakes will have negative repercussions. 
3. Feel safe and are encouraged to learn from their mistakes. 
 
 
Our change leadership:
1. Communicates poorly or not at all, the reasons for and status of organization changes. 
2. Communicates with moderate effectiveness the reasons for and status of organizational changes. 
3. Communicates frequently in two-way dialogue and in multiple formats. 
 
 
Our organization’s information technology providers:
1. Do not have the skills needed to implement the prospective technology solution. 
2. Have some of the skills needed to implement new technologies. 
3. Have demonstrated skills in the new technologies. 
 
 
Our company’s economic performance:
1. Is poor with low profit or losses and/or little or no growth. 
2. Is moderate with adequate profit, and growth around the industry standard. 
3. Is great with profit and growth at the top of our industry. 
 
 
Sponsors of the change:
1. Will avoid confrontation and are likely to back down to resistance. 
2. May lose commitment if opposition is encountered during implementation. 
3. Have a commitment that is strong enough to sustain the change through implementation. 
 
 
Individuals involved in the change project:
1. Reject new ideas with concerns such as “it’s been tried before” or “we don’t do it that way here.” 
2. Will reluctantly accept new ideas but only after prolonged resistance to them. 
3. Are open to new ideas and encourage creative thinking. 
 
 
The capital dollar investment for the prospective changes:
1. Is not available for this project. 
2. Must be competed for with other projects due to limited capital. 
3. Is available and has been allocated to the project. 
 

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