Riding the change rollercoaster: From shock to integration

As transformation leaders and HR professionals, we've all been there. You've meticulously planned a change initiative, gained buy-in from key stakeholders, and finally launched the project. Everything seems to be going smoothly, and then suddenly, an employee who was previously enthusiastic starts exhibiting resistance or negative behavior. Sound familiar?

This scenario is more common than you might think, and it's perfectly normal. Understanding the emotional journey employees go through during organizational change is crucial for successful transformation. Enter the Kübler-Ross Change Curve – a powerful tool that can help us navigate the complex landscape of human emotions during times of change.

The Emotional Stages of Change

Originally developed by psychiatrist Elisabeth Kübler-Ross to describe the grieving process, the Change Curve has been adapted to explain the emotional stages people experience during organisational change:

1.???? Shock: The initial reaction to change announcements

2.???? Denial: Disbelief and seeking evidence that the change isn't real

3.???? Frustration: Recognition of the new reality, often accompanied by anger

4.???? Depression: Low mood and lack of energy as the impact sets in

5.???? Experiment: Initial engagement with the new situation

6.???? Decision: Learning to work within the new framework

7.???? Integration: Changes are fully integrated, and a renewed sense of purpose emerges

The Non-Linear Nature of Change

Here's the kicker: while these stages are presented linearly, the reality is far more complex. Employees don't necessarily progress through these stages in a straight line. They may skip stages, revisit previous ones, or experience multiple stages simultaneously. This non-linear journey is what makes managing change so challenging – and why leaders need to be prepared for unexpected setbacks.

Let's consider a real-world example to illustrate this point:

Tess's company is undergoing a significant reorganization. The CEO, Evelyn, announces the change, which includes a selection process for new roles. Initially, there's a mix of reactions.

• Some employees quickly move through the first six stages, embracing the change and exploring new opportunities
• Others respond with anger or outrage, refusing to engage in the application process.
• A group of employees, fatigued by previous reorganizations, remain skeptical and detached.
• Some are so impacted that they become depressed or decide to leave the organization.

Just when leadership thinks the dust has settled, the selection process results are announced. This triggers another wave of emotional responses:

• Employees who weren't selected or were assigned unwanted roles experience shock anew, restarting their emotional journey.
• Even those who secured desired positions may have mixed feelings, grieving for colleagues who are leaving.

The rollercoaster continues as the new organization takes shape:

• Initially enthusiastic employees may become frustrated as they grapple with unclear roles and unfamiliar team dynamics.
• Some realize they've chosen the wrong job, causing another shock and potentially restarting the cycle.

This case study demonstrates how a single change initiative can create multiple "mini-cycles" of the Change Curve for different individuals at different times.

Strategies for Effective Change Management

Understanding the Change Curve is just the first step. Here are some strategies to help your team navigate the emotional journey of change:

1. Expect and plan for setbacks: Recognize that progress isn't always linear. Build flexibility into your change plans to accommodate unexpected emotional responses.
2. Communicate continuously: Regular, transparent communication can help employees process their emotions and move through the stages more effectively.
3. Provide support at every stage: Offer resources such as counseling, training, and mentoring to help employees at each stage of the curve.
4. Celebrate small wins: Acknowledge and celebrate progress, no matter how small, to maintain momentum and boost morale.
5. Lead with empathy: Recognize that each employee's journey is unique. Avoid judgment and instead focus on understanding and supporting individual needs.
6. Create feedback loops: Establish mechanisms for employees to share their concerns and suggestions throughout the change process.
7. Be patient: Remember that lasting change takes time. Resist the urge to rush employees through their emotional journey.

The Power of Collective Intelligence

One often overlooked aspect of change management is the power of collective intelligence. By involving employees in the change process, you can turn resistance into opportunity. Encourage open dialogue, brainstorming sessions, and collaborative problem-solving. This not only helps employees feel valued but also taps into the wealth of knowledge and creativity within your organization.

Embracing the Journey

As leaders, it's crucial to remember that change is not just about implementing new processes or structures – it's about guiding people through a complex emotional journey. By understanding and applying the insights from the Kübler-Ross Change Curve, we can create more resilient, adaptable, and successful organizations.

The path to transformational change may be winding, but with the right mindset and tools, we can navigate it successfully. Are you ready to take your change management skills to the next level?

If you're looking to supercharge your change initiatives and learn more about creating lasting transformation, join us at the Change Accelerator seminar in Amsterdam. This highly interactive one-day event will equip you with practical tools and strategies to turn change resistance into opportunities for growth.

Don't miss this chance to accelerate your change projects and drive meaningful transformation in your organization! Push the button to register here – Yesss! I like to join the Change accelerator

Now it's your turn – What steps would help you to embrace the emotional rollercoaster of the change journey? share your thoughts in the comments.

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Have a great day!

Alize Hofmeester

It’s my purpose to create space where everyone is able to thrive. Human-centric. Purpose-driven. Value-based

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