Stakeholders have been identified and there is agreement about who is to be involved.
Stakeholders are engaged and aware of the urgent need for change.
You have assessed the impact of the change and have a handle on its complexity, risks and challenges.
You have assembled a coalition for change and have support and commitment.
Sufficient resources can be committed to the change.
You have the required organizational knowledge, processes and practices to achieve the change. For example, a project management office.
Sponsors have sufficient leadership support and commitment to drive the change forward.
How much resistance to change can be expected.
Cultural readiness, leadership support, commitment and awareness shortfalls can be addressed with a communication plan that spells out how this readiness will be achieved.
Types of ReadinessThe following are common types of change readiness that can be considered in a change readiness assessment.
Organizational readiness such as cultural readiness
Planning readiness such as having completed an change impact assessment
Structural readiness such as required teams and departments
Training and skills readiness
|Overview: Change Readiness|
The capacity and capability of an organization to achieve a particular change.