Change is hard, and let’s be honest, making it stick is even harder. We’ve all seen businesses launch into a new strategy or initiative, only to watch momentum fade and results fall short. One of the most common reasons? The business [or at least the people in it] simply weren’t ready for change.

According to Mindshop International’s Change Success Model, how ready you + your team are can make all the difference between a change that sticks and one that stalls. That’s why, before you dive into the mechanics of how to implement the change, you need to stop and ask: are we change ready?

I often use this change readiness assessment model at the end of strategy session to get a clear sense of whether a new idea, process or tool is ready to be rolled out. It helps me spot if a team member isn’t ready for the change and plan how to support them through it.

Watch below, or keep scrolling to read our five questions to help you gauge how ready your team is for change:

 

1. appropriateness

 

Do the people involved agree that the process used to determine the change was the right one?

If your team feel the process was rushed, unclear or top-down with little input, they’ll resist. Being transparent and inclusive from the start builds trust and gets your team on board.

 

2. need

 

Is the need for change obvious to everyone on the team?

If the “why” isn’t clear, people won’t move. Leaders must communicate not just what is changing, but why in a way that resonates with everyone in the business.

 

3. confidence in ability

 

Do you and your team believe in your own abilities and the organisation’s capacity to make the change with the resources available?

Confidence comes from realistic plans, proven skills and knowing the right support is in place. If people doubt their ability to deliver, even the best strategies will stumble.

 

4. what’s in it for me?

 

If the change works, will it benefit each and every person involved in implementing it?

This is the personal lens. People need to see that the change isn’t just good for the business but also good for them. Maybe it reduces frustration, improves tools or creates growth opportunities. If there’s no clear benefit, commitment to the change is likely to be low.

 

5. principal support

 

Do all leaders [whether they are designated a leader or not] actively support the change?

Change struggles when leaders aren’t visibly on board. Leadership alignment gives both direction and credibility. Teams pay attention to what leaders do, not just what they say. That’s why all leaders need to be fully on board and championing the change.

 

why these questions matter

 

These five questions are a tool to uncover gaps in readiness before investing time, energy, and money into change.

If the answers aren’t all positive, pause. Focus first on building readiness through clearer communication, stronger leadership alignment, or building confidence in your team’s capabilities. Addressing readiness upfront dramatically increases your chances of success down the track.

 

in practice

 

In your next planning session, take time to work through these questions with your team.

Ask your team to score each question out of ten, where 1 means they’re “not ready at all” and 10 means they’re “completely ready”. Each question carries equal weight.

Use the results to spark a conversation and reveal whether your team is truly ready to make the change.

 

we’re here to help

If you’re planning a change in your business and want support in building alignment, confidence and momentum, reach out to me at j.knight@businessdepot.com.au or give us a buzz on 1300BDEPOT.

 

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