Assessing change readiness

Assessing your team’s readiness for change is vital in ensuring the success of any organisational transition. But how do you measure this readiness effectively? It goes beyond surface-level indicators like compliance or initial enthusiasm. True readiness is about understanding the deeper psychological, emotional, and structural factors that influence how individuals and teams respond to change.

IRVEY, the change fitness assessment tool created by The Change Gym, provides an invaluable resource for understanding how well-equipped your people are to handle change. It delves into the internal factors that drive adaptability, resilience, and the ability to navigate change without unnecessary resistance.

Complementing IRVEY, we have two other change readiness assessment tools. One is SERA, our engagement readiness tool.  When implementing any change initiative, it is critical to understand the level of buy-in you have from stakeholders. If you discover gaps in their level of commitment, you have a better understanding of where you must strengthen and direct your communications. SERA is based on the science of engagement readiness, so it asks the crucial questions related to engagement readiness.

MORA is another of our assessment tools. This one focuses on the readiness of the change management team and of the organisation itself. It aims to identify areas of need and highlight areas where further work is required. Together, these tools offer a holistic view of readiness.

Imagine an organisation preparing to introduce remote working as a permanent arrangement. IRVEY could reveal employees’ psychological readiness to succeed at change, SERA, our engagement readiness tool, could assess their current readiness to buy into the change and whether they view it as an opportunity or feel apprehensive due to fears of isolation or reduced collaboration. Meanwhile, the structural change readiness assessment might uncover gaps in the company’s technology infrastructure or communication channel weaknesses that must be addressed before the change can succeed. By combining insights from both tools, leaders can identify specific areas requiring intervention, ensuring that both people and processes are aligned for a smooth transition.

Measuring readiness is not just about preventing disruption; it’s about creating an environment where change can be seen as an opportunity for growth. Growth depends on leaders and managers making the right decisions, and a comprehensive change readiness assessment provides the necessary information to inform these decisions.

How do you currently measure your team’s readiness for change, and what tools or strategies have helped you identify the critical factors? Let’s continue the conversation—I’d love to hear your perspectives and experiences.