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1. Change
Readiness
Assessment
Your Company Name

2. Content
Phases of Change Initiative
Change Initiative Value Justification Analysis
Change Readiness Matrix
Interview Select Focus Group
Conduct One on One Interviews
Record the Results
Change Readiness Plan
Change Management Performance Dashboard
Checklist for Readiness Assessment
Use case
Change Readiness Survey
2

3. Phases of Change Initiative
3
Performance
Time
Change Decision
is made
Initial excitement
for change
Change
takes effect
Assessment of
proposed change
Inevitable to every change initiative is a period
of decreased productivity and enthusiasm
Valley of Despair
The reason
for Change
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Once the change takes
effect, productivity drops
temporarily in most of the
cases. As the change is
accepted and incorporated
into daily routine, the
benefits become a reality as
the organization begins to
surpass previous
productivity levels.

4. Change Initiative Value Justification Analysis
4
Objective Desired Outcome Related Measure
Profits from increased revenue Come out with a new product
› Time to market
› Increased market share
› Increased order volume
Intangible benefits
› Improve morale
› Improve customer loyalty
› Turnover rate / satisfaction scores
› Repeat purchase rates
Your text here Your text here Your text here
Your text here Your text here Your text here
Your text here Your text here Your text here
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5. Change Readiness Matrix
Organization Change Capacity
LeadershipChangeCapacity
0 100
0100
In case you score in the upper-left quadrant, you are ready for learning. Here the leader
demonstrates a history of successful change, with a strong capacity for planning and
executing change
Ready for Learning
In case you score in the lower-left quadrant, you are ready for resistance. Here neither the
leader nor the organization has a history of successful change, most likely result of any new
change initiative will be resistance, anger, undermining, or simply ignoring the effort
Ready for Resistance
If you score in the lower-right quadrant, you are ready for frustration. When an organization with
a strong history of change is led by someone who either is reluctant to engage in systemic
change or lacks the personal capacity to do so, then the potential for frustration is strong
Ready for Frustration
If you score in the upper-right quadrant, then both the leader as well as the organization have
exceptional change capacity, and the organization is a model of resilience. This organization
can adapt to environmental and cultural shifts, change strategies and form, innovate services
and resources, and create an atmosphere of excitement and engagement.
Ready for Change
5
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6. Checklist for Readiness Assessment
6
Defined Need
Have you clearly defined the need that is driving the organization to consider implementing a
change?
Yes No
Is bringing about a change an appropriate strategy to address your organization’s need? Yes No
Readiness for Change
Is now the right time for implementing the change? Yes No
Will your organization’s leaders support change and the effort required to implement &
sustain the quality improvement initiative?
Yes No
Time, Resources, Personnel
Will your organization provide enough staff with necessary time & resources to support the
participation?
Yes No
Will your organization allow time to prepare & continue work on deliverables? Yes No
Sustainment of the Change
Will your organization be willing to measure & assess progress and continuously improve
processes?
Yes No
Will your organization be able to reinforce & reward positive behavior & improvements in
processes?
Yes No
This is likely a good time within your organization
to participate in the Change Management Process
Number of Yes responses you have
selected is 6-8 out of 8:
Your organization may not be ready on one-third to
one-half of the factors. This reduces the likelihood
of the process success
Number of Yes responses you have
selected 4-5 out of 8:
Participation in the Change Management Process
could create significant risk that it will not succeed
or produce the desired results
Number of Yes responses you have
selected 1-3 out of 8:
Readiness Assessment Score

7. Change Readiness Survey
7
Strongly
Disagree
Disagree Neutral Agree Strongly
Agree
The Need for Change
This Organization needs to change
I know what the vision for the change looks like
I am aware of the reasons why change is needed
There are a number of good , rational reasons for this change to be made
The scope of the proposed change is appropriate and achievable
Leadership and
Management
The seniors managers are committed to change
There is visible leadership of the change by the managers
The managers will support the staff during the change
Attitude to Change
I think the change will be beneficial for me
I believe that the change will benefit the organization
Communications
The communications I have received so far about the change have been useful
The communications I have received so far about the change have been well timed
I understand how I can provide feedback on the change
Preparation for Change
I feel that I have necessary skills and knowledge to make this change work
I think that changes is usually well-planned in the organization
Fill out the change
readiness survey to
later estimate the
acceptance level of
the employees

8. Interview Select Focus Group
8
Group Your Text Here
Characteristics
Your Text Here
Questions to Ask
Your Text Here
Timing and Responsibility
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
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While surveys will
gather anonymous data
from across the
organization, focus
groups will help in
gathering targeted data
about specific areas of
interest in the Change
Readiness Assessment

9. Conduct One on One Interviews
9
Individual Your Text Here
Role
Your Text Here
Questions to Ask
Your Text Here
Timing and Responsibility
Your Text Here
Your Text Here
Your Text Here
Your Text Here
Your Text Here
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Like focus groups, one
on one interviews will
help in better
understanding the
concers of employees

10. Record the Results
82%
78%
68%
66%
57%
31%
25%
15%
23%
32% 31%
41%
62%
60%
2% 1% 1%
9%
18%
1%
0
10
20
30
40
50
60
70
80
90
Strongly Agree Agree Disagree Strongly Disagree
10
Strong Sense of shared
purpose one that is
Inspiring and Engaging
Effective Leadership
at
all Levels
Strong
Customer Focus
Employee Involvement
and Support for Change
Commitment to
Learning & Change
Speed of Delivery
Balanced with Effective
Governance
Understanding of the
Impact of the
Organization on Society
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.

11. Change Readiness Plan
Change Description
Who What When Other
Owner Readiness Element Required Status Date Comments
Text Here
Leadership support, Involvement
and Visibility
Text Here Text Here Text Here Text Here
Text Here Communication Plan Text Here Text Here Text Here Text Here
Text Here
Vision - Communicated
and Understood
Text Here Text Here Text Here Text Here
Text Here
Reason - Communicated
and Understood
Text Here Text Here Text Here Text Here
Text Here Your Text Here Text Here Text Here Text Here Text Here
Text Here
Your Text Here
Text Here Text Here Text Here Text Here
11
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12. 95%
5%
Change Management Performance Dashboard
Change Management Dashboard for Apr 09
0 20 40 60 80 100
Change Management
Score
6
24
40
27
6
0
10
20
30
40
50
Critical High Low Medium None
Changes By Priority
%ChangeImplementedwithinTarget
12
0 100
20
10
30
40
80
90
70
60
50
%Changes Failed
100
0 100
20
10
30
40
80
90
70
60
50
Average Change
Implementation Time
80
0 100
20
10
30
40
80
90
70
60
50
Average Cost
Per Change
40
%High Risk Changes
0 100
20
10
30
40
80
90
70
60
50
59
0 100
20
10
30
40
80
90
70
60
50
%Change Rejected
80
ABC
Emergency
0 100
20
10
30
40
80
90
70
60
50
%Changes Failed
32
0 100
20
10
30
40
80
90
70
60
50
30
Your text here
0 100
20
10
30
40
80
90
70
60
50
30
Your text here
0 100
20
10
30
40
80
90
70
60
50
60
Your text here
This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
This is an analysis
carried out to capture
the overall experience of
the change
management process.
You can edit it as per
your requirement

13. Use Case
13
Two years after initial consulting efforts began, the following
metrics revealed the extent of the organizational changes that had
been instilled:
Results:
Customer satisfaction ratings increased nearly 30%
Project startup duration decreased from an average of 10
weeks to 3 weeks
Time-to-first-solution implementation decreased from an
average of 20 weeks to 7 weeks
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Problem :
› With a project portfolio numbering in the hundreds of
projects, the client – a Fortune 50 company providing
financial services to clients in America – needed to decrease
time-to-market.
› As part of an initiative to reduce average project duration by
approximately 50% and improve internal customer
satisfaction by 25%, they adopted the Scrum framework and
other agile product development techniques.
› For a project management environment based almost
entirely on traditional phase-based / deliverable schedules,
implementing this new management approach was a major
organizational change.

14. Change Readiness Assessment Icons Slide
14

15. 15
Additional
Slides

16. About Us
16
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Target Audience
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Premium Services
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Values Client

17. 17
Our Mission
Vision
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Goal
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Mission
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18. 18
Financials
Values Client
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Target Audiences
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Preferred By Many

19. Meet Our Team
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20. 20
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Timeline
Infographic

21. Puzzle
21
01
02
03
04
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22. Comparison
22
50%
40% 30%
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LinkedIn By Users
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23. 23
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Our Target

24. 24
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• Product 02
0 10 20 30 40 50 60 70 80 90 100
Jun
May
Apr
Mar
Feb
Jan
Financial Year 2019
SalesinPercentage(%)

25. 25
Area Graph
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• Product 02
0%
10%
20%
30%
40%
50%
60%
70%
80%
90%
100%
JunMayAprMarFebJan
SalesinPercentage(%)
Financial Year 2019
Product 01
Product 02

26. Thanks For
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