Develop a 3-5 page narrative describing yourself in regards to each trait. Provide examples of things you do or do not do that resemble the characteristics of each trait. In the scope of your narrative, discuss whether you agree or disagree with the findings of each trait. Provide a rationale for your agreement or disagreement. Conclude the narrative with your final analysis of either being change-ready or change-resistant. In order to receive maximum credit, the narrative should include the following:
Seven traits in rank order
Self-description of each trait
Discussion of agreement or disagreement of the findings for each trait
The rationale for the agreement or disagreement
Conclusion and final analysis
1.
Resourcefulness: Resourceful people
are effective at taking the most of any situation and utilizing whatever
resources are available to develop plans and contingencies. They see more than
one way to achieve a goal, and they’re able to look in less obvious places to
find help. They have a real talent for creating new ways to solve old problems.
When people low in resourcefulness encounter obstacles, they get stuck, dig in
their heels, and go back to the old way. Very high scorers (over 26) might
overlook obvious solutions and create more work than is necessary.
2.
Tolerance for Ambiguity: The one
certainty surrounding change is that it spawns uncertainty. No matter how
carefully you plan it, there is always an element of indefiniteness or
ambiguity. Without a healthy tolerance for ambiguity, change is not only
uncomfortable; it’s downright scary. But too much tolerance can also get you in
trouble. You may have difficulty finishing tasks and making decisions. If you
scored over 26 you fall in this category.
3.
Passion / Drive: Passion is the fuel
that maximizes all the other traits. If you have passion, nothing appears
impossible. If you don’t, change is exhausting. Passion is the individual’s
level of personal dynamism. It shows up in a person’s level of intensity and
determination. To make a new procedure work, to overcome the myriad of problems
that any plan for change unwittingly produces, you’ve got to have passion and
enthusiasm. Very high scorers (over 26), however, may mean you’re bullheaded,
obsessed, and heading for burnout.
4.
Adaptability: Adaptability includes
two elements: flexibility and resilience. Flexible people have goals and dreams
like everyone else, but they’re not overly invested in them. When something
doesn’t work out, they’ll say, “Plan A doesn’t work, let’s go to Plan
B.” Resilience is the capacity to rebound from adversity quickly with a
minimum of trauma. Failure or mistakes do not throw them. They don’t dwell on
them and get depressed but bounce back quickly and move on. 5 High scorers on this
trait are not wedded to specific outcomes. If the situation changes, their
expectations shift right along with it. Scoring too high (over 26) in this
trait indicates a lack of commitment or stick-to-it-ness.
5.
Adventurousness: Two ingredients
capture this adventurous spirit: the inclination to take risks and the desire
to pursue the unknown, to walk the path less taken. Adventurous people love a
challenge. Since change always involves both risk and the unknown, they usually
perform well during organizational shake-ups. They are the protectors, the
employees who initiate and create change. But very high scores (over 26) may
indicate a tendency toward recklessness.
6.
Confidence: If optimism is the view
that a situation will work out, confidence is the belief in your own ability to
handle it. There is situational confidence – “I know I can swim across
this channel, learn this program, write this report” – and self-confidence
– “I can handle whatever comes down the pike.” Self-confidence is the
kind of confidence the Change Readiness Scale measures. High scorers are
generally individuals with a strong sense of self-esteem. But more
specifically, they believe they can make any situation work for them. Scorers
above 26 may indicate a cocky, know-it-all attitude and lack of receptivity to
feedback.
7.
Optimism: Is the glass half empty or half
full? Optimism is highly correlated with Change[1]Readiness
since the pessimist observes only problems and obstacles while the optimist
recognizes opportunities and possibilities. Optimists tend to be more
enthusiastic and positive about change. Their positive outlook is, founded on
an abiding faith in the future and the belief that things usually work out for
the best. Very high optimism scorers (over 26) may lack critical-thinking
skills
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