How to Coach Yourself and Others Essential Knowledge For Coaching | Page 271

undermining of their core sense of self leaves them adrift with no
sense of identity and no clear vision of how to operate.
Disillusionment
The awareness that your values, beliefs and goals are
incompatible with those of the organization. The pitfalls
associated with this phase are that the employee becomes
unmotivated, unfocused and increasingly dissatisfied and
gradually withdraws their labour, either mentally (by just "going
through the motions", doing the bare minimum, actively
undermining the change by criticising/complaining) or
physically by resigning.
Hostility
Continued effort to validate social predictions that have already
proved to be a failure. The problem here is that individual's
continue to operate processes that have repeatedly failed to
achieve a successful outcome and are no longer part of the new
process or are surplus to the new way of working. The new
processes are ignored at best and actively undermined at worst.
Denial
This stage is defined by a lack of acceptance of any change and
denies that there will be any impact on the individual. People
keep acting as if the change has not happened, using old
practices and processes and ignoring evidence or information
contrary to their belief systems.
It can be seen from the transition curve that it is important for an
individual to understand the impact that the change will have on
their own personal construct systems; and for them to be able to
work through the implications for their self perception. Any
change, no matter how small, has the potential to impact on an
individual and may generate conflict between existing values and
beliefs and anticipated altered ones.

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