Understanding How People Respond to Change!

The Change Curve is a model used to describe the emotional and psychological stages that individuals go through when experiencing a significant change or transition in their life or work environment. The model was developed in the 1960s to describe the stages of grief, but it has since been adapted and applied to organizational change management.

Organizations often refer to the Change Curve in the context of job loss and redundancy. Dr Kübler-Ross undertook her research on dying by interviewing terminally ill patients. Although this is one of the most extreme and disturbing changes that anyone can face, the reactions to it are the same as for many different types of change.

While the usual human reactions during the change process are:

1. Shock. The first reaction can often be shock – and all the emotion that results from this.

2. Denial. This is a typical reaction and it is important and necessary. It helps cushion the impact of the inevitability of change.

3. Frustration and anger. The person resents the change that they must face while others are less affected.

4. Depression. First, the person feels deep disappointment, perhaps a sense of personal failing, things not done, wrongs committed. Around this time, they may also engage in bargaining: beginning to accept the change but striking bargains – for more time, for example.

5. Experiment and decision. Initial engagement with the new situation and learning how to work in the new situation, as well as making choices and decisions, and regaining control.

6. Acceptance and integration. This stage is described as neither happy nor unhappy. While it is devoid of feelings, it is not resignation – it is really a victory.

People who are made redundant can go through a similar process. Just as with other types of change, people often go through a first stage before denial – that of shock or disbelief. We have witnessed people in shock following news of their redundancy. It can take a long time for people to reach the acceptance stage and often people oscillate between the different stages.

The change curve typically consists of four or five stages, which may vary slightly depending on the model or context:

Let’s review the stages one-by-one;

STAGE 1: The initial stage of the change curve is characterized by shock and disbelief. People may feel numb, confused, or even angry, and may resist accepting the reality of the change.

STAGE 2: In this stage, individuals may feel angry, frustrated, or overwhelmed by the change. They may try to avoid or undermine the change, or may express their concerns or objections openly.

STAGE 3: Once people start to accept the change, they may begin to explore and experiment with new ways of doing things. This stage is characterized by curiosity and a willingness to learn and adapt.

STAGE 4: In this stage, individuals fully embrace the change and become committed to making it work. They may feel a sense of purpose and enthusiasm, and may take ownership of their role in the change process.

STAGE 5: Some models include an additional stage of integration, where individuals have fully adapted to the change and have incorporated it into their daily routines and behaviours.

The change curve is a useful tool for understanding how people may react and respond to change, and can help organizations and individuals anticipate and manage the challenges and opportunities that come with change. By acknowledging and supporting individuals through each stage of the change curve, organizations can help facilitate a smoother and more successful transition.