Also known as the Kubler-Ross Transition Curve or the Five Stages of Grief, this model was initially developed by psychiatrist Elisabeth Kubler-Ross in the context of dealing with the emotional response to death and dying.
Over time, it has been adapted for use in change management to understand how individuals may react to significant changes in their work or personal lives.
Initially, when life gets disrupted, people may deny or resist the change and feel a sense of loss. As they gradually explore and understand the change, they can move towards acceptance and commitment, embracing the new reality.
The model outlines five stages that individuals may go through
when confronted with change:
Individuals may find it difficult to accept or believe the reality of the change. So make sure employees receive time to process its implications.
As the reality of the change sets in, people may feel a range of emotions, including frustration, resentment, and anger.
Employees may attempt to negotiate or make compromises to avoid or minimize the impact of the change.
As the change becomes more apparent and resistance becomes less effective, people may experience feelings of sadness, loss, and hopelessness.
n the final stage, employees begin to come to terms with the change and its implications. They start to embrace the new reality and find ways to adapt and move forward.
In short, by using this model, you acknowledge and address the emotional journey of individuals during change. And provide support and communication to facilitate the transition. You can do so by using clear communication, avoiding roadblocks or creating a safe space for people to verbalize their feelings, for example.
Choose Kubler-Ross’ Model if:
You want to understand and manage emotional reactions during significant organizational changes.
It is beneficial when the change involves a high level of disruption on mainly individual and emotional levels.
Think about mergers, restructurings, or large-scale process or technology implementations.
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