Technique 1.213 Mindset Readiness Assessment for Change
Introduction
The aim is to assess how ready individuals, teams or organisations are, at a mindset level, to engage constructively with change.
How to Use
Rank each statement on a scale from 1–5:
1 = Strongly disagree
2 = Disagree
3 = Neutral/mixed
4 = Agree
5 = Strongly agree
NB Use results for reflection and dialogue, not judgment. Ahis technique is best used before or early in a change initiative
Scoring Statements
1. Growth vs Fixed Mindset (assesses openness to learning, adaptation and skill development)
|
Statement |
Score (1-5) |
|
1.1 I believe most people can learn new capabilities required by this change. |
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1.2 Mistakes during change are valuable learning opportunities. |
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1.3 I feel confident learning my way through unfamiliar situations. |
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1.4 Capability can be developed—not just relied on from past experience. |
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Domain score (out of 20): ___
Signal
- High score means learning-oriented readiness
- Low score means fear of incompetence, risk aversion
2. Threat vs Opportunity Mindset (assesses emotional framing of change)
|
Statement |
Score (1-5) |
|
2.1 This change feels more like an opportunity than a threat. |
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2.2 I believe positive outcomes are possible for me in this change. |
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2.3 I can see how this change might improve how we work or serve others. |
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2.4 Uncertainty makes me curious rather than anxious. |
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Domain score (out of 20): ___
Signal
- High score means adaptive engagement
- Low score means 'fight/flight/freeze' reactions likely
2. Control vs Learning Mindset (assesses tolerance for ambiguity and experimentation)
|
Statement |
Score (1-5) |
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3.1 It's acceptable to adjust plans as we learn what works. |
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3.2 I am comfortable not having all the answers upfront. |
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3.3 Experimentation and iteration are encouraged during change. |
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3.4 Learning matters more than being right during transformation. |
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Domain score (out of 20): ___
Signal
- High score means agile change readiness
- Low score means over-reliance on certainty and authority
4. Identity & Role Security (assesses whether change threatens personal or professional identity)
|
Statement |
Score (1-5) |
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4.1 I understand how my role fits into the future after this change. |
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4.2 This change does not undermine my sense of professional value. |
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4.3 My experience and knowledge are still relevant. |
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4.4 I feel respected and included in the change process. |
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Domain score (out of 20): ___
Signal
- High score means identity continuity
- Low score means hidden resistance and disengagement risk
5. Psychological Safety (assesses whether the environment supports mindset shifts)
|
Statement |
Score (1-5) |
|
5.1 I feel safe raising concerns about the change. |
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5.2 Questions and doubts are welcomed, not punished. |
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5.3 Leaders model openness and learning. |
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5.4 It's acceptable to say "I don't know" during this change. |
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Domain score (out of 20): ___
Signal
- High score means mindset change possible
- Low score means surface compliance, deep resistance
6. Ownership & Agency Mindset (assesses belief in personal influence over outcomes)
|
Statement |
Score (1-5) |
|
6.1 I believe my actions can positively influence this change. |
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6.2 I feel empowered to make decisions within my role. |
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6.3 Responsibility for change is shared; it is not just directed from the top-down. |
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6.4 I see myself as a contributor, not just a recipient, of change. |
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Domain score (out of 20): ___
Signal
- High score means commitment and proactive behaviour
- Low score means passivity, dependency, cynicism
Scoring & Interpretation
Overall Scores
- 118 –150 (strong mindset readiness)
- 73.0–117 (mixed/fragile readiness)
- Below 72 (mindset risk zone)
Overall Pattern Matters More Than Total Score
Look for:
- Threat + low safety = resistance
- Growth + low identity security = burnout risk
- Learning + low agency = frustration
- High agency + low clarity = misaligned effort
Some More Questions
Use these to turn diagnosis into insight:
- Which areas scored lowest—and why?
- What unspoken fears might these scores reflect?
- Where are we asking for behaviour change without mindset support?
- What conversations are we avoiding?
(main source: Carol Dweck, 2008)