AI Change Readiness Assessment Rubric

On-demand reference for the revops-change-management skill.

Before you roll out, measure your readiness. Same format as the existing change readiness assessment in this skill, but AI-specific dimensions.

Five factors, scored 1 to 5 each (total 5 to 25 scale):

FACTOR 1: Data Maturity
How clean, accessible, and documented is your data?
5: All revenue data sources integrated, governance framework in place, data quality >95%,
   clear data lineage
4: 80%+ integrated, documented standards, quality >90%, mostly clear lineage
3: 60%+ integrated, some standards, quality 75 to 85%, data lineage unclear in places
2: <60% integrated, minimal standards, quality <75%, poor lineage tracking
1: Siloed data, no standards, quality concerns, no lineage

FACTOR 2: AI Literacy
How comfortable is your leadership and individual contributors with AI concepts?
5: Executive team fluent in AI applications, team has hands-on experience with LLMs,
   proactive learning culture, >50% team engaged in AI exploration
4: Leadership understands AI potential, most team members have used AI tools,
   learning opportunities available, 30 to 50% actively exploring
3: Leadership curious but not fluent, some team members have used AI, limited learning
   pathways, <30% engaged
2: Leadership skeptical or worried, few have used AI, resistance evident, no structured
   learning
1: Leadership opposed or oblivious, team unsure what AI does, active resistance,
   no learning infrastructure

FACTOR 3: Leadership Commitment
Are your leaders aligned and allocated to the change?
5: Executive sponsor fully committed, dedicated budget, protected time for pilots,
   leaders model AI use, visible change sponsorship
4: Executive sponsor committed, adequate budget, some protected time, leaders engaged
3: Executive sponsor nominally committed, tight budget, competing priorities, leaders
   interested but distracted
2: Executive sponsor uncertain, budget constraints, AI competes with other initiatives,
   leaders passive
1: No executive sponsorship, budget unknown, no priority signal, leaders disconnected
   from AI initiative

FACTOR 4: Governance Readiness
Do you have frameworks to manage risk and oversight?
5: Privacy/security policies drafted for AI use, data governance framework exists,
   incident response protocol defined, compliance reviewed, legal alignment confirmed
4: Basic data governance in place, privacy review underway, incident protocol drafted,
   compliance questions identified
3: Governance questions identified, some policies in place, compliance gaps known,
   no clear owner
2: Minimal governance, compliance risk acknowledged but not addressed, no clear
   framework
1: No governance framework, compliance risk unexamined, no protocol for incidents

FACTOR 5: Cultural Openness
How much does your organization embrace change and experimentation?
5: Strong experimentation culture, failure is learning, change-averse employees are
   minority, high psychological safety, cross-functional collaboration normalized
4: Experimentation encouraged, failure usually tolerated, change resistance present
   but manageable, good psychological safety
3: Some experimentation, mixed tolerance for failure, change resistance significant,
   moderate psychological safety
2: Risk-averse culture, failure is punished, change resistance high, psychological
   safety low
1: Command-and-control culture, failure intolerable, strong change resistance, fear-based

Scoring interpretation:

5 to 10 (RED):      Not ready. Major blockers present. Spend weeks on pre-work before rollout.
11 to 17 (YELLOW):  Partial readiness. Proceed with caution. Strong change discipline required.
18 to 22 (GREEN):   Ready. Moderate challenges, but have the foundation to execute.
23 to 25 (IDEAL):   Exceptional readiness. Can move quickly and absorb complications.

Diagnostic conversation starter (use this in leadership team setting):

For each factor, ask the room: "On a scale of 1 to 5, where do we actually sit?" Don't average. Listen to divergence. The gap between CEO and Head of Sales on "Leadership Commitment" is diagnostic. That gap is where resistance lives.