Technique 1.230 Psychological Readiness for Change Assessment (PRCA)

Introduction

Can be used with teams or individuals to assess psychological readiness for change.
It identifies strengths, risks, and intervention priorities across the core psychological domains that influence change adoption.

How to Use It

Rate each item from 1 to 5:
1 = Strongly Disagree
2 = Disagree
3 = Neutral Unsure
4 = Agree
5 = Strongly Agree
Calculate the average score for each domain.
Use the interpretation guide at the end to identify psychological risk areas.

Section A — Certainty & Understanding (Cognitive Readiness)

Code	Statement	Rating (1–5)
A1	I understand why this change is happening.
A2	I can explain the purpose of the change to others.
A3	I understand what the change means for my role.
A4	I know what will stay the same and what will change.
A5	I feel I have the information I need to prepare for the change.
Domain Average (A)

Section B — Emotional Readiness & Stress Response

Code	Statement	Rating (1–5)
B1	I feel emotionally prepared for this change.
B2	I feel comfortable expressing concerns or doubts.
B3	My stress levels about the change are manageable.
B4	I believe leaders acknowledge and respect the emotional impact of the change.
B5	I feel psychologically safe discussing the change.
Domain Average (B)

Section C — Trust & Belief in Leadership

Code	Statement	Rating (1–5)
C1	I trust the leaders driving this change.
C2	I believe leaders are communicating honestly about the change.
C3	I believe decisions are being made fairly.
C4	I trust that leaders consider staff impact when planning changes.
C5	I believe the organisation has the capability to deliver this change successfully.
Domain Average (C)

Section D — Identity, Status & Personal Impact

Code	Statement	Rating (1–5)
D1	This change does not threaten my sense of competence.
D2	I feel valued throughout the change process.
D3	I am confident I can develop the skills needed for the new way of working.
D4	I believe my role will remain meaningful under the new system.
D5	The change aligns with my personal values or sense of purpose.
Domain Average (D)

Section E — Social Influence & Team Cohesion

Code	Statement	Rating (1–5)
E1	My team is supportive of the change.
E2	I see positive role modelling from peers and key influencers.
E3	I feel I belong to a team that can navigate this change together.
E4	Conversations in the team are mostly constructive, not negative.
E5	I believe people around me will adopt the change successfully.
Domain Average (E)

Section F — Motivation, Autonomy & Willingness to Act

Code	Statement	Rating (1–5)
F1	I feel motivated to engage with the change.
F2	I have some input or influence over how the change affects my work.
F3	I feel confident in my ability to adapt.
F4	I believe the change will deliver real benefits.
F5	I am willing to change my habits or routines to support the new way.
Domain Average (F)

Section G — Cognitive Load & Capacity

Code	Statement	Rating (1–5)
G1	I have the time and mental capacity to focus on this change.
G2	I am not overwhelmed by competing priorities.
G3	The pace of the change feels manageable.
G4	I have access to the support or resources I need.
G5	The amount of change happening across the organisation feels reasonable.
Domain Average (G)

Scoring & Interpretation

Step 1: Score each section

Add the 5 items in each section and divide by 5.
You will now have 7 average domain scores between 1 and 5.

Step 2: Interpret

Average Score	Meaning	Action
4.3 – 5.0	High psychological readiness	Reinforce communication and involve as champions.
3.6 – 4.2	Moderate readiness	Address specific concerns; provide targeted support.
2.6 – 3.5	Low readiness	For priority area(s), develop tailored interventions.
1.0 – 2.5	Critical psychological risk	Immediate action required; deep-dive engagement recommended.

What Each Domain Tells You

A — Certainty & Understanding

Low score = unclear rationale, poor communication, high ambiguity.

B — Emotional Readiness

Low score = fear, anxiety, stress, lack of psychological safety.

C — Trust in Leadership

Low score = credibility issues, inconsistent messaging, perceived unfairness.

D — Identity & Status Threats

Low score = fear of incompetence, loss of control, or status decline.

E — Social Influence

Low score = negative peer culture, team fragmentation, influential detractors.

F — Motivation & Autonomy

Low score = people feel disempowered, overlooked, or unmotivated.

G — Cognitive Load

Low score = change fatigue, overwhelmed, poor capacity planning.

(main sources: K. I. Sivaprasad, 2025; William A. Armenakis et al, 2009)