How can you use the Satir model to promote culture change?

1 What is the Satir model?

The Satir model is a framework that describes how people cope with change and how they can transform their patterns of communication and interaction. The model consists of four stages: status quo, foreign element, chaos, and integration. Each stage has its own characteristics, challenges, and opportunities for growth and learning.

2 How to use the status quo stage?

The status quo stage is the initial state of stability and comfort, where people follow familiar rules and routines. This stage can be positive or negative, depending on the quality of the relationships and the alignment of the goals and values. To use this stage for culture change, you need to assess the current situation and identify the strengths and weaknesses of the existing culture. You also need to communicate the vision and the need for change, and prepare people for the upcoming disruption.

3 How to use the foreign element stage?

The foreign element stage is the trigger that initiates the change process. It can be an external or internal event, such as a new technology, a customer feedback, a crisis, or a personal insight. This stage creates a gap between the status quo and the desired state, and challenges the assumptions and beliefs of the people involved. To use this stage for culture change, you need to introduce the foreign element in a way that sparks curiosity and interest, and not fear or resistance. You also need to provide support and guidance, and encourage experimentation and feedback.

4 How to use the chaos stage?

The chaos stage is the most difficult and uncertain stage of the change process. It is characterized by confusion, anxiety, conflict, and loss of control. People may experience a range of emotions, such as anger, sadness, frustration, or guilt. This stage is also the most creative and innovative stage, where new possibilities and solutions emerge. To use this stage for culture change, you need to embrace the chaos and not avoid or suppress it. You also need to facilitate dialogue and collaboration, and foster a sense of safety and trust.

5 How to use the integration stage?

The integration stage is the final stage of the change process, where people adopt and adapt to the new reality. It is marked by clarity, confidence, harmony, and satisfaction. People may experience a sense of accomplishment, joy, or relief. This stage is also the most sustainable and resilient stage, where people can cope with future changes and challenges. To use this stage for culture change, you need to celebrate the achievements and learnings, and reinforce the new behaviors and values. You also need to monitor and evaluate the outcomes, and provide feedback and recognition .

6 How to apply the Satir model in practice?

The Satir model is not a linear or prescriptive model, but a flexible and adaptive one. It can help you understand the emotional and behavioral aspects of change, and provide you with strategies and tools to facilitate and support it. However, you also need to consider the context and the culture of your organization or team, and tailor your approach accordingly. You also need to be aware of your own role and impact as a change agent, and model the change you want to see.

7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?