What’s Your Change Readiness?
As we have previously established, change implies that something will be different, which can lead to mental, emotional and sometimes physical discomfort. The power is in what we do with that discomfort.
Readiness, in its simplest definition, really refers to how prepared you are for anything--in this case, change. And preparedness incorporates both mindset and logistics. For instance, you might be in the right frame of mind to make a delicious pot of spaghetti, however without noodles, water and a heat source, you are not fully prepared (motivation without resources); conversely, you may have a state-of-the art kitchen and gourmet pasta, but if you have no active interest, that kitchen does little for you (resources without motivation).
The other part about readiness is there has to be something gained--a reward or relief of some sort. This is why change that is imposed on us can be more of a challenge: we may not fully understand the vision, be able to buy in, or have any ownership. We fail to see or understand what’s in it for us. This can establish a more difficult place to begin, or get ready for, the impending change.
So how can you easily gauge your readiness for change? It’s really drilling into a combination of the following*:
The importance of the change, which signifies your willingness: generally, the more important something is the more willing we are to engage;
Your level of confidence in your knowledge, skills and abilities to effect (or accept) the change: when we feel capable, we are generally more engaged;
The timing (prioritization) of the change: when the time is right, vs being forced, engagement happens more easily.
A note about organizational or group change: A leader or group of leaders is generally tasked with managing the vision and overall direction for the whole. And, it’s important that you help “ready” your team for whatever change is coming. Clear communication and building buy-in is imperative to a smooth change process and positive final outcome. Make sure a broad representation of people within your organization are involved in planning for the change. Give your folks enough information and autonomy to empower their own engagement--they, and you, will be more ready and more successful because of it.
When readiness can be intentionally assessed, you can hit a change “sweet spot”. And, sometimes we just need to throw caution to the wind and take a leap of faith. As we know, thinking about the change and its possible outcomes can be the hardest part--once you dive in, you may surprise yourself with how ready you really are to make that change.
Core Endeavors will help you and/or your organization identify your change readiness and put a plan in place to support you along the change pathway. By aligning your motivation and resources with your values and goals, we can set you confidently on your journey to what’s next.
*from the Motivational Interviewing Readiness Scale
