An acquisition, the introduction of artificial intelligence, a reorganisation or a new system to adopt: the plan is there, the resources are there and the logic is flawless, yet change stalls, and often no one can say exactly where it got stuck.

Is your organisation truly ready to change, and do you know it before you start or do you find out along the way?

Willing and feeling able: you need both.

An organisation's capacity to change rests on two legs that hold only together: on one side willingness, which comes from the awareness that change is genuinely needed and from the desire to make it happen; on the other perceived capability, that is, feeling you have the skills, the tools and the conditions to pull it off.

If either one is missing, everything comes to a halt:

• an organisation that recognises the urgency to change, yet doesn't feel up to it, stays put;
• an organisation full of skills, which however sees no need to move, stays put all the same.

It is the meeting of these two dimensions that tells you whether change will actually start, or whether it will remain a well-written document.

An organisation is not the sum of its individuals.

Change readiness lives on two levels, the individual and the organisational, and the second is not obtained by adding up the first: a group of individually flexible people can make up an organisation that grinds to a halt.

The reason is that, collectively, factors come into play that no single person determines alone, such as trust in those who lead, genuinely shared urgency and the possibility of voicing a doubt without paying for it.

This is why the Change Readiness Survey measures readiness at organisational level, which is the level where change either succeeds or stalls.

What the Change Readiness Survey measures.

The survey explores the two components of the capacity to change, through the dimensions that make them up.

Perceived capability

How capable the organisation feels of facing the change required.

Willingness to change

Need for change: how far it is recognised that the current state is no longer sustainable.

Trust in leadership: how much people believe in those leading the change.

Shared urgency: how far the priority is genuinely felt by everyone, and not merely declared.

Openness to change: how much willingness there is towards a different way of working.

Psychological safety: how far people can raise a doubt, or make a mistake, without fear.

Try it for free, up to 100 people.

We are making the Change Readiness Survey available as a free trial, for up to 100 people per company, and at the end of the assessment you receive a report telling you:

Where you stand in terms of change readiness.

How you compare with the market.

One area for action to work on.

You can use it before introducing a change across the company, or on your own team, to know where you are starting from.

If instead you want the full picture, with all the areas for improvement and the relevant in-depth analysis, our consultants are at your disposal.

Requests close on 6 August 2026: fill in the form with your details and we will set up your access.

One piece of a wider picture.

Change readiness is one of the dimensions of your organisation's climate, and it reads better alongside the others, from engagement to the relationship with management, from clarity of communication to workload.

This is why the Change Readiness Survey is the ninth area of the B-Climeter, the tool with which ASAP Italia measures organisational climate, developed in collaboration with the Faculty of Psychology of the University of Milan Bicocca, which also assesses work-related stress pursuant to Italian Legislative Decree 81/08 and gives access to the B-Climeter Corp Certificate.

Want to know if your organisation is ready to change? Request your trial by 6 August 2026.

REQUEST YOUR FREE TRIAL