Readiness for Implementation

Tangible and immediate indicators of organizational commitment to its decision to implement an intervention, consisting of three sub-constructs: Leadership Engagement, Available Resources, and Access to Knowledge and Information. Implementation readiness is differentiated from implementation climate in the literature by its inclusion of specific tangible and immediate indicators of organizational commitment to its decision to implement an intervention.

The term “readiness for change” has a broad range of conceptualizations in the literature. Simpson and colleagues developed an organizational readiness for change measurement instrument that includes 18 organizational domains [1]. The PARiHS model describes readiness for change in terms of setting, culture, leadership, and evaluation [2][3]. Greenhalgh et al. include tension for change, innovation-systems fit, assessing implications, support and advocacy, time and resources, and capacity to evaluate in their “system readiness for innovation” domain [4, page 607-608]. In addition, both the PARiHS model and Greenhalgh et al. describe “receptivity for change;” a related but not synonymous term. In the PARiHs model, it is included as a domain in the inner setting that indicates readiness for change while Greenhalgh et al. present “receptive context for change” as a general feature of organizations that include six over-arching constructs (e.g. strong leadership; page 607).