Change is an inevitable part of business and how we respond to it can significantly impact our success. The change curve, based on the work of Elisabeth Kubler-Ross, who looked at the personal transition through grief, is often used in business. It is a valuable tool for understanding group and individual reactions during the process of change. As leaders, our task is to help our teams adjust and support change as quickly as possible, minimising time spent in challenging emotional stages. Here’s a plain-English guide on how to manage this process effectively.

The Change Curve: Stages and Strategies

Shock

When change is first introduced, shock is a common reaction. Employees might feel blindsided or overwhelmed. During this stage, it’s crucial to:

Listen to Employees – Open the floor for feedback and concerns. Acknowledge their feelings without immediate judgment.

Start Rolling Out Your Change Strategy – Begin to outline the roadmap for the upcoming changes, providing a clear and structured approach.

Denial

In this stage, employees might resist accepting that change is happening. To navigate this:

Maximise Face-to-Face Communication -Personal interactions help humanise the change and address individual concerns.

Address the “Me” Issues – Understand and explain how the change impacts each person specifically.

Repeat the Reasons for the Changes – Consistently reinforce why the change is necessary, ensuring that the message is clear and well-understood.

Fear, Anger, Guilt, and Grief

These emotions are natural responses to change. To support your team through these feelings:

Involve Yourself in Informal Channels – Engage with employees outside formal settings to gauge their true feelings and provide support.

Use Multiple Communication Forms – Utilise emails, meetings, and informal chats to reach everyone.

Acknowledge People’s Feelings – Validate their emotions, showing empathy and understanding.

Acceptance and New Ideas

As employees begin to accept the change, they will start generating new ideas and adapting:

Communicate Timelines for the Project – Provide clear, step-by-step timelines to help employees understand the change process.

Encourage Involvement – Invite employees to participate in implementing the change, fostering a sense of ownership and engagement.

Search for Meaning

During this stage, employees seek to understand the broader impact of the change:

Repeat and Reinforce Your Objectives and Strategy – Continually highlight the goals and benefits of the change to keep everyone aligned.

Build Buy-In – Share success stories and progress updates to reinforce commitment to the change.

Integration

Finally, employees integrate the change into their routine, and it becomes the new normal:

Reward Behaviour Change – Recognise and reward those who have successfully adapted to the change.

Emphasise the Positives from the Change Experience – Highlight the improvements and benefits that have come from the change, reinforcing a positive outlook.

The change curve is a practical tool for managing both individual and team transitions. Understanding where each person is on the curve helps tailor your communication and support strategies effectively. By showing empathy, maintaining open communication, and reinforcing the benefits of change, you can help your team move through the change curve efficiently and return to optimal performance with minimal disruption.

Remember, the goal is to foster a supportive environment where employees feel understood and valued. This approach not only eases the transition but also builds a resilient and adaptable team ready to tackle future challenges.

If you want to know how you can be a most effective leader through change then get in touch or my book Thrive through Transition maybe just what you need!