Managing Change Series – Managing Change Part 1

Written by Temi Onanuga

This is an extract from my recent studies on CHANGE, which aims to summarise key takeaways, by focussing on dealing with change by one’s self without going into full details on how you might help others deal/cope with change.

Though challenging, there is no running away from change. If change is well planned and formulated, it can produce positive results but even in spite of planning, change is hard to incorporate, accept and appreciate.

This write up throws light on the Kubler-Ross Change model that is the most reliable tool to understand change and the stages associated with it (Change Curve)

According to John Cryan, ‘’Change can be disruptive but not an excuse to default to the status quo’’

What does CHANGE mean for You?

We often think about Change at work as a significant event but in fact, change is something we deal with every day.

A move to a new team, the Introduction of a new system or a new client coming on board are all things we encounter regularly.

It is important to be able to deal with change, as it also reflects on your management style.

You have your job to manage, carrying out everything it entails at the same time as adjusting to change, plus you probably have a team to support while you are dealing with the impact of Change on your own role and career.

In the 1960s, Elisabeth Kübler- Ross, a psychologist, developed a curve, still used today, to demonstrate how we process change.

Although her work was concerned with the process of grief, it was and still is relevant to change: like bereavement, change involves the process of saying goodbye to something and is a difficult thing for many people.

When going through change, it is important to understand these feelings are absolutely normal.

Understand your own situation and manage Change yourself:

A clear understanding of the Change curve will help adapt to and manage change positively. Know where you are on the Change Curve

‘’It is not the strongest or the most intelligent who will survive but those who can best manage change.” Charles Darwin

CHANGE Morales and Competence – Shock, Denial, Frustration, Depression, Experiment, Decision, Integration (Kübler-Ross Change Curve)

  1. Shock – This is the first stage of Surprise or shock at the event. This may be written on people’s faces, either because