Managing change

Managing change succesfully

The "Change Curve" (Kubler-Ross) describes seven stages that we tend to go through, over time, when experiencing change:

1. Shock ,surprise, disbelief, mismatch between expectations and reality.

2. Denial. It's all OK. Nothing's really changed.

3. Becoming aware. Need for change. "Maybe there's more to this than I thought".

4. Acceptance. This is tough. A lot has changed. I don't feel great. I feel down.

5. Experimentation. There are things I can do. I can make this work. It may feel strange at first.

6. I'm coming through it. I understand what works for me. I understand the reasons for success and failures.

7. Things have really settled down. I feel comfortable, positive and uplifted.

13 possible sources of resistance when facing change (Tony Eccles)

  • Ignorance - I don't understand the problem
  • Comparison - I prefer an alternative solution
  • Disbelief - I don't think the proposed solution will work
  • Loss - I think the change would have unacceptable personal costs
  • Inadequacy - I don't think the rewards are sufficient
  • Anxiety - I'm scared that I won't be able to cope
  • Demolition - The change would destroy existing social arrangements
  • Power cut - My sources of influence/control will be eroded
  • Contamination - The new values/practices are repellent
  • Inhibition - My willingness to change is low
  • Mistrust - I'm suspicious of management motives
  • Alienation - I value other interests more highly than the new proposal
  • Frustration - I think the change will reduce my career opportunities