The Kübler-Ross Change Curve, originally developed to understand the stages of grief, provides valuable insights into the emotional journey that people often experience when confronted with change.
As communicators, understanding and addressing the various stages of the Change Curve can help support organisations through transitions, and foster resilience within teams.
In this blog, I discuss the communication strategies I've used in the past to support people through each stage of the Change Curve.
Denial: After the initial shock of hearing about an impending change, people may deny or resist the need for change. They may cling to familiar routines and processes, and seem hesitant to acknowledge the impending transition. As communicators, it's essential we provide clear, transparent communication about the reasons for change and its anticipated impact.
Anger: As the reality of change sets in, people may experience feelings of anger or frustration. They may question the motives behind the change or feel resentful towards those perceived as responsible. Effective communication during this stage involves active listening and empathy. Provide opportunities for people to express their concerns and frustrations in a constructive manner. Validate their emotions while redirecting focus towards productive solutions and opportunities for collaboration. Seek to answer any questions they have and recommunicate the real reason for the change. By acknowledging and addressing the underlying causes of anger, we can help people channel their energy towards positive outcomes.
Bargaining: During the bargaining stage, people may seek ways to negotiate or minimise the impact of change. They may cling to the hope that things will return to how they were before. We can support people in this stage by offering realistic expectations and reassurance. We can emphasise the opportunities for growth and development that change can bring, while acknowledging the challenges and uncertainties involved. We can also provide guidance and support as people explore ways to adapt to new circumstances and navigate the transition process.
Depression: As people come to terms with the reality of change, they may experience feelings of sadness, loss, or disillusionment. They may mourn the loss of familiar routines, relationships, or aspects of their identity tied to the old way of doing things. Moods can be low and people may lack energy. As communicators, we play a critical role in providing emotional support and encouragement during this stage. We can offer avenues for people to seek guidance, counseling, or peer support networks. We can also foster a culture of empathy and solidarity where people feel understood, valued, and supported as they navigate the emotional complexities of change.
Acceptance: In this stage, people reach a state of acceptance and adaptation. They begin to experiment with the new situation, and explore the possibilities and opportunities that change presents. People begin to recognise the change as a natural and necessary part of growth. Communicators can reinforce this sense of acceptance by celebrating milestones and successes along the journey. It's important to highlight examples of resilience and adaptability within the organisation, and inspire others to embrace change as a catalyst for innovation and transformation.
Commitment: In the final commitment stage, people fully embrace the change and demonstrate a dedication to its success. They actively engage in refining new processes, grow into their new roles, and support their colleagues through their transitions. Communicators can reinforce this commitment by sharing these amazing stories and the organisation’s new sense of purpose.
It's important to recognise that individuals within an organisation may be at different stages of the change curve simultaneously. Effective communication strategies should be tailored to address the diverse needs and emotions present throughout the transition process.
The Kübler-Ross Change Curve offers valuable insights into the emotional dynamics of change within organisations. By aligning our communication strategies with each stage of the Change Curve, we can help support our people through transitions, foster resilience within teams, and cultivate a culture of continuous learning and adaptation.
Let's help our people to embrace change as an opportunity for growth and evolution, and leverage the power of communication to guide our teams through the challenges and uncertainties of the journey ahead.
Have you got a great tip on how to communicate through the Change Curve? If so, share it below!
Note: There are several versions of the Change Curve and it continues to evolve in the context of organisational change. I’ve based this blog on the fundamental responses to change that I’ve observed working on large-scale transformation programs over the past 15 years.
About Victoria Hall
Victoria believes that great communication has the power to change the world. She's passionate about helping organisations to lift their profiles, inspire action and achieve remarkable results by crafting and delivering their stories and messages in a clear, compelling and persuasive way. If you've got a question about communications, you can contact Victoria here or connect with her on LinkedIn.
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