Avant People

Change Readiness Assessment.

These results were generated using the Change Readiness Assessment on avantpeople.co.uk

Answer all questions about your change programme. Your responses will be scored across five themes — blending ADKAR, Lewin, and Nadler–Tushman systems thinking — with model-referenced recommendations based on where your readiness gaps sit. No data is stored on any servers, anthing input below is purely so that you can export as a complete report. Avant People does not process the data input below beyond this or store any data on any servers. You can leave the "about your change section" blank and still use the tool if you wish to do so.

About your change
Your name
Your job title
Name of change programme
1. Describe the change programme you are undertaking.
Desire & Rationale for Change
2. I understand why this change is needed (drivers, risks of not changing, and intended outcomes).
Not at all clearCompletely clear
3. There is a shared sense of desire and rationale for change across stakeholders.
No shared understandingStrong shared understanding
Leadership & Sponsorship
4. Leaders visibly support and sponsor this change.
No visible supportStrong, consistent sponsorship
5. I (and key stakeholders) am motivated to engage with and support the change.
No motivationHighly committed
Design & Impact Clarity
6. The future state (what will be different) is clearly defined and understood.
Not definedFully clear and detailed
7. The impacts of the change on roles, processes, and structures have been assessed.
No assessmentComprehensive assessment
Capability & Enablement
8. People have (or will have) the knowledge required to operate in the new way.
No knowledge provisionFully equipped
9. People have (or will have) the ability to implement the change in practice (skills, capacity, tools).
No abilityFully capable
10. Systems, processes, and structures are aligned to support the change.
Not alignedFully aligned
Culture, Communication & Sustainability
11. Organisational culture and behaviours support the intended change.
Strongly resistant cultureFully supportive culture
12. Communication about the change is clear, consistent, and two-way.
No effective communicationHighly effective and engaging
13. Risks, barriers, and resistance to change have been identified and are being actively managed.
Not identifiedProactively mitigated
14. Mechanisms are in place to sustain and embed the change.
None in placeFully embedded approach
Resources & Assets
15. What resources can you draw on to support? What has already taken place and what are the key artefacts that will support successful change?

Change readiness results

Scores are normalised to a percentage within each theme so they are directly comparable regardless of the number of questions per theme.

Score by theme
Recommendations by theme