The Change Curve represents the phases the individual is considered to pass in case of change. As it is a replica of the Kubler-Ross model but originally designed with the intent to explain the sequence of grieving states, it could be adapted toward change management and within an organizational arena.
Phases in the Change Curve
- Shock and Denial
- Frustration and Anger
- Bargaining
- Depression
- Acceptance and Exploration
- Commitment and Integration
Why to Use the Change Curve?
Understand Emotional Reactions:
Understand the normal stages of emotion employees experience in change, and support can be delivered empathetically and effectively.
Expect Resistance:
Understand where resistance is likely to arise and manage it proactively.
Targeted Support:
Communicate, train, and intervene according to the stage at which the employees are experiencing change.
Change Adoption Improves:
This will be the result when an organization deals with employee concerns and reduces resistance, thereby allowing change to take place smoothly.
Lead Leadership Action:
Equip leaders with a framework to engage employees at different stages, reinforcing positive attitudes toward the change.
Reference: Some of the text in this article has been generated using AI tools such as ChatGPT and edited for content and accuracy.
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