Change comes in many forms

We often overlook how change can manifest in various ways: a new boss, a new position, a new workplace, a new system, a new health insurance plan, new processes… The moment things are no longer as they once were, we are confronted with the emotional challenge of adapting to the changes.

Understanding the emotional stages that accompany change is key to:

• Manage transitions effectively 
• Create a more positive experience for everyone involved
• Turn obstacles into powerful growth opportunities
• This holds true for both small and significant changes alike!

The Kübler-Ross Model

Often likened to the grieving process, the emotions experienced during change can be visualized as a curve, formalized by Swiss psychologist and psychiatrist Elizabeth Kübler-Ross. Her well-known model outlines two key phases:

1. The first is a downward cycle, where we adopt a negative, often counterproductive stance, rooted in denial and focused on the past.
2. The second is an upward cycle, where we shift toward a productive mindset, oriented toward positivity and the future.

This curve, however, is not a straightforward progression. Throughout the process, we oscillate back and forth, navigating the journey as best we can.

What are the five stages of accepting change and what can you, the leader do, to support your team through these changes?

Phase 1 - Denial: Initial shock and disbelief when change is first announced
Your role: provide clear and consistent information to help your team understand the change. Ensure that you take the time to address any rumors promptly to prevent misinformation.

Phase 2 - Anger, Sadness, Fear: Feelings of frustration, resistance, and anxiety
Your role: acknowledge these emotions and offer a safe space for team members to express their concerns. Show empathy and provide reassurance about the support available.

Phase 3 - Bargaining: Negotiation and attempts to delay or avoid the change
Your role: listen to feedback and be open to reasonable adjustments. Involve your team in decision-making processes to give them a sense of control and participation.

Phase 4 - Depression: A period of low energy and decreased motivation as the reality of the change sinks in
Your role: provide emotional support and encourage team members to share their feelings. Offer resources to help them cope and remind them of the support systems in place.

Phase 5 - Acceptance: Mobilization and embracing the benefits of change
Your role: highlight and celebrate small wins to build momentum. Provide positive reinforcement and acknowledge the progress made by your team.

Successful change management

With effective guidance, you, as a leader, can help your team embrace the change process and navigate each phase successfully.

This is the key to effective change management!