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Change readiness is the ability of a person or organization to initiate and respond to change in ways that create advantage, minimize risk, and sustain performance.


Below are two examples of assessments that you can use with staff to assess where they are in terms of their readiness for change. You can customize your change readiness assessment to best meet your organization’s needs.


Change Readiness

Change resilience is the ability to adapt or adjust easily to change. It is important to collect change resilience data about your staff’s ability accept change. Even the simple act of asking questions about potential changes can create discomfort and uncertainty among your staff; so, communicate your message in a positive and information seeking manner.


Change resilience data collection can be done in the form of surveys, one-on-one interviews, or focus groups. It can be done formally or informally, such as a brown bag lunch discussion. Choose the appropriate method for your project and the stakeholders involved.


When gathering data, the following three areas of data collection are important:


  1. Staff perception of the organization's readiness for change
  2. Individual staff members’ personal readiness for change overall
  3. Staff assessment of the change itself and how the personal impact is perceived



Stop 3: Organizational Change Management Process and Tools

Change Resilience

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