How To Understand & Lead People In A Current Situation Of Forced Change

There is no running away from change. It is inevitable. We have to go through it whether or not we like it. The best we can do is try to gather an understanding of how we emotionally experience it. The Change Curve is a powerful means to do exactly that. The Change Curve is of immense help in ascertaining the stages of personal transition and organizational change. It helps predict how people will respond to change so that the needed support is ensured while making their own personal transitions.?

It is one's personality that underpins what the response to change would be. There are mainly 6 stages to it.

Stage 1?

It starts when a change is first introduced, where people's first reaction may be shock or denial. This manifests by blaming others as a reaction to the challenge of the status quo.

Stage 2?

It involves people becoming critical of themselves. The longer the people remain at Stages 1 & 2 of the Change Curve the longer they will remain unsuccessful. This is a stress-inducing and unpleasant stage. It should also be noted that people can continue to swing between these two stages for a long time.

Stage 3?

This stage makes people feel confused and uncertain. Not the most pleasant state to be in, but is a good sign of people beginning to move on. The confusion is a manifestation of progress. Signs of acceptance will however shine through, as one may wondering about questions such as:

• Should I simply carry on with my work?
• What shall my job be like for now?
• How do I use this new machine?

Stage 4:

Stage 4 of the Change Curve is often called, Acceptance Rationalization. People finally cease focusing on what they have lost. They essentially begin to let go and accept the changes. They begin testing and exploring what the changes mean, and so learn the reality of what's good and not so good, and how they must adapt. It is useful to be cautious at this stage of people sliding backwards into doubt. This can be common.

Stage 5:

By Stage 5, Solutions and Problem Solving, people not only accept the changes but also start to embrace them. They begin to rebuild their ways of working. Only when people get to this stage can the organization really start to reap the benefits of change. It is here that new job descriptions, ideas, and innovations now blossom.

Stage 6:

We then reach Stage 6. The change is now starting to become ‘normal’ or the beginnings of routine and status quo. Learnings can now be captured through a review process and feed into the next cycle of change. Individuals have a greater awareness of how to respond to change and begin to build the personal development aspects of this. This stage is the one you have been waiting for! This is where the changes start to become second nature, and people embrace the improvements to the way they work.

As someone managing the change, you'll finally start to see the benefits you worked so hard for. Your team or organization starts to become productive and efficient, and the positive effects of change become apparent.?

Hope this was helpful! Share it amongst people whom you feel can benefit from it.?

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