Organizational Readiness – Mockingbird Education

A. Organizational Readiness

Readiness Survey

How to Use this Survey

This survey will help you determine the degree to which your organization is ready to implement a talent development program.

Directions: Please rate your level of agreement or disagreement with the statements below based on your perception of your organization’s readiness in each area. Select the response that best reflects your opinion. There are five response options ranging from “Strongly Disagree” to “Strongly Agree.” Use the tool to determine areas of strength and weakness.

Identification

Name

First Last

Learning Culture

Staff actively seek out learning opportunities and engage in continuous professional development.

The organization promotes a growth and learning mindset and encourages a learning culture among staff.

Clear mechanisms are in place to recognize and reward individuals who demonstrate a commitment to learning and skill development.

Employees have access to resources and tools that support their learning and development needs.

The organization effectively fosters collaboration and knowledge sharing among employees to enhance learning and innovation.

Organizational Capacity

The organization has the necessary resources (financial, technological, and human) to support new initiatives and change efforts.

Employees are provided with adequate training and development opportunities to enhance their skills and competencies.

There is a clear organizational structure and decision-making process in place to facilitate effective communication and coordination.

There are established systems for monitoring and evaluating performance and progress toward organizational goals.

The organization effectively identifies and addresses skill gaps and succession planning needs.

Infrastructure

Training and development methods have been decided and are supported.

Authoring tools are in place for e-learning.

A platform is available for social learning.

Your organization has a learning management system (LMS).

Staff have access to the necessary technology to participate in e-learning activities.

Organizational Atmosphere

The level of trust and respect among employees and between employees and leaders is high.

There are effective channels for employees to voice their concerns, suggestions, and feedback within the organization.

The organization prioritizes diversity, inclusion, and equity in its policies, practices, and decision-making.

The organization manages conflicts and resolves issues in a fair and timely manner.

There are opportunities for employees to participate in decision-making processes and contribute to shaping the organizational culture.

Senior Leaders

Senior leaders demonstrate a commitment to learning and professional development and consider talent development as a strategic necessity.

Senior leaders understand that talent development should be aligned with organizational goals and effectively communicate the organization's vision, goals, and strategic initiatives to staff.

Performance or mission reasons exist to implement this new change initiative (educational framework).

Senior leaders are willing to work as a team and are able to lead, model, and shape the talent development effort.

Staff Perspective

Continuous professional growth and development are desired by staff in your organization.

Staff preferences and needs for learning are considered when designing training and development.

The organization supports work-life balance and employee well-being.

Employees are confident in the organization's ability to adapt to change and navigate challenges.

How likely are employees to implement knowledge and skills learned in training if there is limited accountability?

How likely are employees to recommend the organization as a great place to work to others?

Implementation Plan

Is there a clearly defined implementation plan that outlines the steps, timeline, and responsibilities for achieving organizational goals?

Are key stakeholders and departments involved and aligned in the implementation plan?

Is there a plan to monitor progress of the implementation plan?

Are there mechanisms in place to address and mitigate potential risks and obstacles during the implementation process?

Is there a plan to communicate implementation plans to employees, and will they be provided with the necessary support and resources to execute it successfully?

Pre-Implementation Execution

Senior leaders have discussed talent development and made an explicit link to the organization's strategy, mission, vision, values, and goals.

Individuals who may be potential facilitators, coaches, and other implementation leaders have been identified?

Managers and directors clearly know their responsibility to develop staff.

Initial Roll Out Components have been decided.

Decisions have been made about next steps and a short term plan of execution exists.

Scoring

Scoring: To calculate the average score for each element, assign numerical values to the response options as follows:

Strongly Disagree: 1 Disagree: 2 Neutral: 3 Agree: 4 Strongly Agree: 5

Once you have completed the survey, tally the scores for each element by summing up the individual scores and dividing by the total number of responses. The average score represents the perceived level of readiness in that particular element.

Level 1: Low Readiness Average score range: 1.00 – 2.99 Explanation: The organization shows a low level of readiness in the assessed areas. There are significant gaps or deficiencies that need to be addressed for successful implementation. Immediate action and substantial improvements are required to enhance organizational readiness.

Level 2: Moderate Readiness Average score range: 3.00 – 3.99 Explanation: The organization demonstrates a moderate level of readiness in the assessed areas. Some aspects are satisfactory, but there are still areas that need improvement. Addressing these areas will enhance the organization’s readiness and increase the likelihood of successful implementation.

Level 3: High Readiness Average score range: 4.00 – 5.00 Explanation: The organization exhibits a high level of readiness in the assessed areas. The organization is well-prepared and has strong capabilities to support successful implementation. However, continuous monitoring and improvement are necessary to sustain readiness and ensure long-term success.