Last week I had the pleasure of working with a large membership organisation at their annual conference in York. This year their theme was “Embracing Change.” I ran a three part workshop with plenty of interactive elements for over 50 team members, looking at what change is, the psychology of change and strategies on how to manage it effectively. We finished up with a session speed building sugar cube replicas of York Minster with plenty of testing disruptions (change) along the way!
Here I share some of the content we explored:
The Change Curve
Elisabeth Kübler-Ross (1926-2004) was a Swiss-American psychiatrist and author who is best known for her work on the five stages of grief. Although her research focused primarily on the process of grief, her model, known as the Kübler-Ross Change Curve or the Five Stages of Grief, has been widely applied to other areas in a business context, including the psychology of change.
The five stages identified by Kübler-Ross are:
1. Denial: The initial stage where individuals may struggle to accept or comprehend the reality of the change. They may deny its existence or resist acknowledging its impact.
2. Anger: This stage involves feelings of frustration, resentment, and anger towards the change. People might direct their anger at themselves, others, or even the circumstances surrounding the change.
3. Bargaining: During this stage, individuals may attempt to negotiate or make deals to avoid or minimise the effects of the change. They may seek alternatives or compromises to maintain some aspects of the previous situation.
4. Depression: In this stage, individuals experience a sense of sadness, loss, and mourning for what is being left behind. They may feel overwhelmed, hopeless, or disconnected as they grapple with the reality of the change.
5. Acceptance: The final stage involves reaching a state of acceptance and coming to terms with the change. Individuals begin to embrace the new reality, adapt their mindset, and start exploring possibilities and opportunities that the change presents. It’s important to note that these stages are not linear, and people may not necessarily experience all stages or experience them in the same order. The model serves as a framework for understanding the emotional and psychological processes individuals often go through when facing significant changes in their lives.
Understanding the change curve is important because it provides insights into the emotional and psychological stages individuals go through when experiencing change. By familiarising ourselves with the change curve, we can better navigate and support individuals through the change process.
Here are a few reasons why understanding the change curve is important:
1. Anticipating Resistance: The change curve helps us anticipate and understand resistance to change. It acknowledges that people may initially react with disbelief, denial, or resistance when faced with a new situation. By recognising these reactions, we can proactively address concerns and provide support to mitigate resistance.
2. Managing Expectations: The change curve helps manage expectations by highlighting that acceptance and adaptation to change take time. It emphasises that individuals may go through a period of confusion, frustration, and decreased productivity before reaching a stage of acceptance and growth. This understanding prevents unrealistic expectations and allows for more patient and supportive management of the change process.
3. Tailoring Communication and Support: The change curve informs how we communicate and provide support during different stages of the change process. It helps us gauge where individuals may be in terms of their emotional response and adjust our communication style and support accordingly. For example, during the early stages of the curve, providing information, addressing concerns, and offering reassurance may be more beneficial than focusing on detailed implementation plans.
4. Empathy and Emotional Intelligence: Understanding the change curve fosters empathy and emotional intelligence. It reminds us that change can be a challenging and emotional experience for individuals. By recognising and acknowledging their emotions, we can demonstrate empathy, offer understanding, and provide the necessary support to help them navigate through the change effectively.
5. Facilitating Resilience and Adaptability: The change curve encourages the development of resilience and adaptability. It emphasises that change is a natural part of life and work, and by understanding the curve, individuals can better equip themselves with the tools and mindset needed to embrace and adapt to change. It promotes a culture of continuous learning and growth within organisations.
Understanding the change curve allows us to approach change management with empathy, patience, and tailored support. It helps create a smoother transition, mitigates resistance, and enhances the overall success of change initiatives.
If you are interested in finding out more about our “Embracing Change” workshop, please go get in touch. I’d love to hear your story and the changes you may be facing.