As a leader have you found yourself  wanting to throw the towel in when dealing with change?

  • Trying to implement a new system or process and getting lots of resistance
  • Wondered why there is so much unrest in the team when things are changing
  • Perhaps you found yourself feeling quite flat
  • The team are spending too much time chatting and complaining

Change good or bad can bring lots of emotional concerns for individuals. The mistake leaders often make is trying to deal with an emotional process rationally.

If there is one thing for sure – change is here to stay!Power2Manage-illustration

Continuous improvement in organisations means constant change

A Helpful model when dealing with change

The Change Transition Curve

The Change Transition Curve is based upon Elizabeth Kubler-Ross’s original 1960s model which she created to explain the stages of the grieving process. The model has been adapted over the years, and is today commonly used in business to explain the emotional stages employees experience during a period of organizational change. Kubler-Ross suggests people may feel a terrible sense of loss when faced with changes in their work – tasks, people or environment and move through the phases below, however this may not be sequentially and people may zigzag between them. The change experience is individual and no two people’s experience is the same

change curve

(Originated from Elizabeth Kubler-Ross’s grief model adapted for business use today)

The model depicts change effects performance and your role is to support employees to move through the stages as quickly as possible and this can be a challenge!

Here are some tips on how to deal with change:

1.       Deal with Change with emotional intelligence

In managing change it is important for you to acknowledge this process as emotional.  Individual’s feelings and showing empathy will enable people to open up and for you to deal with the resistance to change more effectively.

2.       Acknowledge where you are on the change curve

It is important for you to establish and acknowledge where you are on the change curve and what support you need in order to support others through the process. Don’t forget about your own emotional state in all the flux.

3.       Communicate Communicate Communicate

When going through change you can never communicate enough. Often people don’t hear the message you are conveying – you may say restructure they hear redundancy. It is therefore important to keep communicate verbally and in writing and keep communicating. Try and have an open door policy as you go through the change as much as is possible

4.       Provide appropriate support

Ensure you provide the support and training they need to make the transition. It is important you don’t assume you know what they need from you – simply asking will save you a lot of time and unnecessary guess work

5.       Treat each employee individually

No two employees will have the same change experience. It is therefore important to deal with individuals according to where they are on the change curve and what they need from you will vary from person to person.

6.       Accept there is no magic formula

Change is almost always a challenge – there is no magic formula as to how you deal with change and may not always go the way you had planned it to be. Accept change is challenging!

Thank you for taking the time out to read our blog for more information or bespoke workshops to help you manage change in the workplace please get in touch click here