Embracing change: Navigate transitions with resilience and confidence

?So many people I have recently spoken to and worked with have pondered a career pivot or change, been thrust into career transitions through redundancy or stepped into change by starting new, exciting but challenging roles.

As creatures of habit and routine, most of us don’t like change. Change is inevitable, yet it often triggers discomfort and uncertainty and can be an emotional rollercoaster.

In this newsletter, I am going to share a helpful change model with you.

Understanding the stages of change can provide valuable insights into your emotional responses and help you navigate career and life transitions with resilience and confidence. Swiss-American psychiatrist Elisabeth Kübler-Ross created the Kübler-Ross Change Curve in 1969 to explain the grieving process. Since then, it has been adapted and widely used in business to understand and anticipate how people are likely to feel and respond in the face of change.

There are a few key points to note about the Change Curve.

• The most important thing is to acknowledge how you feel, no matter what that looks like. Your feelings and emotions are valid (and totally normal!). The more you accept them, the easier it will be to move through the early stages of the Change Curve, feel more positive and move forward with confidence. You will experiment with new ideas and situations which could lead to endless opportunities before you know it!
• We all move through stages at different paces – some may jump ahead and start experimenting almost immediately. Others may take a while to get to grips with the change and stay in the early stages of transition for longer.
• Your highs and lows are very individual – some have a smooth curve, while others may experience more extreme reactions.
• The curve is not a linear process – if experimentation fails, without proper support, it is easy to slip backwards into the earlier stages of depression or frustration.

?I have used a couple of scenarios as examples of the change model in action – starting a new role and redundancy - with some tips on how to deal with each stage.

I hope this helps you if you are going through your own change right now too.

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1. Shock, surprise

‘OMG, I got the job!‘ or ‘I can’t believe it- I’ve just been made redundant!‘

The initial stage is marked by shock and surprise, whether it's the excitement of landing a new job or the disbelief of being made redundant. You will likely show a fight, flight or freeze response so may be on edge or excited, or conversely frozen or numb.

• Starting a New Role: Celebrate your achievement and acknowledge the significance of this opportunity. Take time to envision the possibilities that lie ahead.

• Dealing with Redundancy: Allow yourself to process the news and to experience the full spectrum of emotions and reach out to your support network for comfort and guidance. Remember, you're not alone in this journey.

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2. Denial

‘I will keep doing what I know – it’s probably very similar.’ Or, in response to losing a job. ‘I can’t believe they’ve done this to me!’

In this stage, you may find yourself in denial, unable to fully grasp the reality of the situation. Acknowledge your feelings without judgment and permit yourself to explore rather than avoid?them.

• Starting a New Role: Stay open-minded and embrace the changes that come with your new position. Avoid clinging to old routines and be willing to adapt to new challenges.
• Dealing with Redundancy: While it's natural to feel disbelief, resist the urge to dwell on what could have been. Focus on accepting the situation and exploring growth opportunities.

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3. Frustration

‘Oh no, what have I done? Why did I think I could pull this new role off?‘ Or ‘Why me? There are plenty of others they could have picked.’

This manifests itself differently in different people. As the reality of the transition sets in, frustration and anxiety may surface. Allow yourself to express these emotions constructively and seek support when needed.

• Starting a New Role: Recognize that challenges are part of the learning process. Channel your frustration into motivation to overcome obstacles and excel in your role.
• Dealing with Redundancy: Instead of dwelling on feelings of injustice, anger and blaming, channel your energy into exploring new possibilities and networking with others who have navigated similar challenges.

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4. Depression.

‘It’s not the same! I want my colleagues to be friends but now I manage them it’s really hard.’ Or ‘I’ll never work again - who will employ me?’

Feelings of sadness and disillusionment may arise as you come to terms with the changes. Practice self-compassion and lean on your support network for strength.

• Starting a New Role: Focus on the positive aspects of your new position and celebrate small victories along the way. Engage in self-care practices to nurture your emotional well-being.
• Dealing with Redundancy: Allow yourself to mourn the loss of your previous job while remaining hopeful for the future. Seek professional guidance if feelings of depression, low energy and low motivation persist.

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5. Experiments

‘I need to give this a proper go- doing something new is never easy but they clearly think I can do it.’ Or, ‘I’m going to talk to other people who’ve been through this and see what they did.’

Stage 4 is so depressing that you will want to pull yourself out of it and try another approach. In this stage, you begin to explore new possibilities and approaches to navigate the transition. Embrace this opportunity for growth and innovation.

• Starting a New Role: Take proactive steps to familiarize yourself with your new environment and seek opportunities for learning and development.
• Dealing with Redundancy: Use this time to reflect on your skills and interests, exploring new career paths or entrepreneurial ventures that align with your passions.

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6. Decisions

I’m starting to find my footing and I’m quite enjoying the job.’ Or ‘If I am honest, I was not really that happy in my role, maybe it was the kick start I needed to find something that’s a better fit for me.’

As acceptance sets in, you'll feel more optimistic about the future. Embrace this newfound clarity and confidence as you make decisions aligned with your goals.

• Starting a New Role: Set realistic expectations and goals for yourself, and celebrate your progress along the way.
• Dealing with Redundancy: Recognize the resilience and strength you've gained from overcoming challenges and use it to fuel your journey towards a fulfilling career path.

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7. Integration

‘Now I have settled a little and I’m getting used to what’s expected of me this feels more comfortable.‘ Or ‘This new job is so much better than my last role.’

Finally, you'll reach a stage of integration where the transition becomes part of normal life. Embrace this sense of stability and continue to embrace future change with an open mind.

• Starting a New Role: Embrace your role with confidence and continue to seek opportunities for growth and development.
• Dealing with Redundancy: Reflect on how far you've come and celebrate your resilience in navigating through adversity. Welcome new opportunities with enthusiasm and an open mind.

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Recalling the Change Curve before, or as you are going through a career or life change can help clarify your reactions. Whilst you can’t predict exactly how you’ll feel - or how long it will take you to go through the motions, appreciating that you will come through is reassuring.?

The Change Curve is also useful for managers when managing individual or team change. Knowing where an individual is on the curve will help decide how and when to communicate information, what level of support someone requires, and when best to implement final changes.

A qualified coach can support?you through change and steps up and?out of your comfort zone so you can navigate it with resilience, confidence and an opportunity-seeking mindset.

?? Reach out if you would like to chat about how I might be able to help you or members of your team maximise potential and make smooth career transitions.

?? I would love to hear if this model resonates with your own experiences of change. Please share your thoughts in the comments.

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