Organizational Change Readiness Matrix

The Organizational Change Readiness Matrix is a 2x2 matrix used to assess the readiness of an organization for change. It is used to identify the areas of an organization that are most ready for change and those that are least ready.

At a very high level, the Organizational Change Readiness Matrix is used in the context of business, change management.

Organizational Change Readiness Matrix quadrant descriptions, including examples
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What is the Organizational Change Readiness Matrix?

A visual explanation is shown in the image above. The Organizational Change Readiness Matrix can be described as a matrix with the following quadrants:

  1. Highly Ready: Organizations that have a clear vision of the desired change and have the resources and capabilities to make it happen (e.g. well-defined change management process and a culture of innovation)
  2. Moderately Ready: Organizations that have the resources and capabilities to make the change, but lack a clear vision of the desired outcome (e.g. change management process in place, but lack the necessary leadership to drive the change)
  3. Minimally Ready: Organizations that lack the resources and capabilities to make the change, but have a clear vision of the desired outcome (e.g. lack the necessary budget or personnel to make the change, but have a clear idea of what the desired outcome should be)
  4. Not Ready: Organizations that lack the resources and capabilities to make the change, and also lack a clear vision of the desired outcome (e.g. no change management process in place and lack the necessary leadership to drive the change)

What is the purpose of the Organizational Change Readiness Matrix?

The Organizational Change Readiness Matrix is a 2x2 matrix used to assess the readiness of an organization for change. It is used to identify the areas of an organization that are most ready for change and those that are least ready. The matrix is divided into four quadrants, each representing a different level of readiness for change.

The top-left quadrant represents organizations that are highly ready for change. These organizations have a clear vision of the desired change and have the resources and capabilities to make it happen. Examples of organizations in this quadrant could include those that have a well-defined change management process and a culture of innovation.

The top-right quadrant represents organizations that are moderately ready for change. These organizations have the resources and capabilities to make the change, but lack a clear vision of the desired outcome. Examples of organizations in this quadrant could include those that have a change management process in place, but lack the necessary leadership to drive the change.

The bottom-left quadrant represents organizations that are minimally ready for change. These organizations lack the resources and capabilities to make the change, but have a clear vision of the desired outcome. Examples of organizations in this quadrant could include those that lack the necessary budget or personnel to make the change, but have a clear idea of what the desired outcome should be.

The bottom-right quadrant represents organizations that are not ready for change. These organizations lack the resources and capabilities to make the change, and also lack a clear vision of the desired outcome. Examples of organizations in this quadrant could include those that have no change management process in place and lack the necessary leadership to drive the change.


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What templates are related to Organizational Change Readiness Matrix?

The following templates can also be categorized as business, change management and are therefore related to Organizational Change Readiness Matrix: Effort Impact Matrix, Gap Analysis Matrix, Growth Share Matrix, Kraljic Matrix, Outsourcing Matrix, Quadrant Analysis, Risk Analysis Matrix, Risk Value Matrix. You can browse them using the menu above.

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