Navigating Change: Understanding the Human Element

‍

I love this visual as a way to remember to recognize and acknowledge the various phases of change, especially critical if you are a change & transition management leader or even if you are experiencing change as a manager or individual contributor.

I received training on this during my time as a PMO leader and Chief of Staff. I have shared this more times than I can remember and wanted to pass along here too. It was adapted from the Kubler-Ross Change Curve by Elizabeth Kubler-Ross.

For those who might not be familiar, the adapted Kübler-Ross Change Curve typically illustrates several distinct phases individuals and teams often experience when navigating change:

• Shock: This is often the initial reaction – a sense of disbelief, surprise, or even numbness upon hearing about the change. It can feel like a sudden jolt to the system.
• Denial: As the initial shock subsides, individuals might try to deny the reality or significance of the change. This can manifest as ignoring information, downplaying the impact, or hoping things will simply go back to how they were.
• Frustration: Once the reality of the change starts to sink in, feelings of anger, resentment, and frustration can emerge. People might feel a loss of control, question the reasons for the change, or feel unfairly impacted.
• Depression: This stage involves feelings of sadness, withdrawal, and a lack of motivation. Individuals may feel overwhelmed by the change and struggle to see a positive future.
• Experiment: As individuals begin to accept the change, they might start to explore new possibilities and try out different ways of working or thinking. This is a stage of dipping their toes in the water and seeing what works.
• Decision: With some experimentation and a growing understanding of the new situation, individuals start to make decisions about how they will move forward and commit to the change.
• Integration: Finally, the change becomes integrated into their way of working and thinking. They have adapted, found their place in the new reality, and may even start to see the benefits of the change.

What makes this model so insightful, is its ability to help leaders and individuals:

• Recognize and Validate Emotions: It normalizes the range of emotions that accompany change, reminding us that resistance isn't necessarily negativity, but often a natural part of the process.
• Anticipate Reactions: By understanding the typical phases, leaders can anticipate how individuals and teams might react at different points in the change journey. This allows for more proactive and supportive interventions.
• Tailor Support and Communication: Knowing where people are on the curve helps tailor communication strategies and support mechanisms to their specific needs. For example, during the denial phase, clear and consistent communication about the rationale for change is crucial, while during frustration, active listening and addressing concerns are key.
• Foster Empathy: It encourages empathy and understanding towards those who are struggling with the change, fostering a more supportive and compassionate environment.
• Track Progress: While not everyone moves through the stages linearly or at the same pace, the curve provides a framework for tracking the overall progress of individuals and teams through the transition.

It's important to remember that this model isn't a rigid prescription, and individuals can move back and forth between stages. The duration of each stage can also vary significantly depending on the nature of the change, individual personalities, and the support provided.

By Angie Janko, COO of GSD Coach & Recruiting, helping SaaS founders build the top 5% of talent, FAST!