The concept of organizational readiness has attracted much attention in recent years in the healthcare sector. Interventions that improve readiness are becoming centers for healthcare change scholars and practitioners. As healthcare organizations go through numerous planned and unplanned changes, they must prepare to effectively respond to these changes, not only for their survival but also for the survival and well-being of their patients. This dissertation emphasizes change communication as an intervention that could increase and maintain organizational readiness throughout the change period, which leads to effective change implementation. The dissertation overviews various readiness models from the change management and organizational change perspectives; however, it explicitly highlights their relevance to the healthcare context.