- 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.
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
(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!
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