The Learning Curve Partners Change Readiness Assessment
Please fill out your contact information and rate your change readiness on a scale of 1 to 5.
First Name
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Last Name
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Work Email
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example@example.com
Company Name
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Job Title
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Rate each statement based on what you actually observe in your organization, not what you hope is true or what is in the strategic plan. Use this scale for every section: 1 = No evidence of this in our organization 2 = Rarely true, isolated examples only 3 = Sometimes true, but inconsistent 4 = Mostly true, clear evidence in most areas 5 = Consistently true across the organization. There are no right or wrong answers. The more honest you are, the more useful your results will be.
Section 1: Leadership Commitment
Endorsing a change and actually leading one are two different things. Rate whether leaders at every level are doing something visibly different because of this initiative. Consider their decisions, their daily conversations, and how they are allocating their time. Rate what you actually observe, not what the communications plan describes.
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Picture a frontline manager on your team. If someone stopped them in the hallway today and asked why this change is happening and what is at stake if it fails, could they answer confidently and without hesitation? Rate how prepared your managers are to carry this message without support.
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Section 2: Organizational Culture and Resilience
This initiative will hit obstacles. The question is what happens next. Rate whether your organization has a genuine, recent pattern of treating setbacks as problems to solve rather than signals to slow down. Strong ratings here come with a specific example you can point to.
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Do your people have the actual bandwidth to take this on? Rate whether your organization has real capacity for this change, meaning dedicated time and space in people's workloads, not an expectation that they will absorb it on top of everything else.
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Section 3: Communication and Engagement
Knowing a change is happening and understanding what it means for your actual job are two completely different things. Rate whether your people can specifically describe how this initiative affects their meetings, their workflows, and their day-to-day work. Not just that something is changing, but what that change looks like in practice.
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Has employee feedback actually changed anything about how this initiative is being run? Not collected. Not acknowledged at a town hall. Rate whether people in your organization can point to a specific moment where their input shifted the approach in a meaningful way.
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Section 4: Resources and Capabilities
Is this initiative funded and staffed on its own, or is it sitting on top of everyone's existing workload? Rate whether this change has dedicated budget and dedicated people, because assuming the team will absorb it is how well-designed initiatives quietly fail.
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Project managers and change managers are not interchangeable. Rate whether the people leading this work genuinely understand what it takes to move people through uncertainty, not just how to build a timeline and report on milestones.
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Section 5: Stakeholder Readiness
Did the people most affected by this change actually shape it? Rate whether key stakeholders had real influence on the approach or whether their involvement came after the key decisions were already made.
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Resistance is coming. Rate whether you know specifically where it will show up and whether you have strategies in place to address it before it stalls your implementation.
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Section 6: Change Readiness Infrastructure
A project plan is not a change management approach. Rate whether this initiative is guided by a formal methodology that addresses adoption, behavior change, and long-term sustainability, not just tasks, owners, and due dates.
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Six months from now, how will you know if this change actually worked? Rate whether you have specific metrics defined right now and whether someone is accountable for tracking and reporting on them consistently.
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Submit Assessment
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