Submitted by: Katee Arrington Panter
Sr. VP Ecosystems & Solutions Architect, SEAT
The Kubler-Ross change curve was developed during the 1960’s to address the grief process. It has been adapted to better understand change in general. I found these techniques from BusinessPsychology.com to be excellent additions to my toolkit:
TECHNIQUES
Technique #1: Keep in mind that “organizational change” is a misnomer; change actually occurs at the individual level for all the members of the organization.
Technique #2: Remember that shock, denial, anger and depression are a very predictable and healthy part of the individual change process. People must grieve and let go of old ways in order to make way for new ones.
Technique #3: Perseverance is the key to successful change initiatives; if you turn back you only begin the rollercoaster of change over at a lower starting point.
Technique #4: Some very effective change management tools are a) listening, b) empathizing, c) encouraging, d) clarifying the new vision and the individual’s role in it, e) showing WIIFM (What’s In It For Me?), f) being a great role model for changing behavior, and g) conducting regular strategic and operational update meetings.
Whether changing technology, career roles, or buying a new house, change is difficult and presents an array of challenges. When facing change, remember to incorporate time and resources for the emotional transition and plan to help your team ride the roller-coaster of change.
LEADERSHIP BRIEF
Resources:
http://www.businesspsychology.com/the-rollercoaster-of-change/
https://www.mindtools.com/pages/article/bridges-transition-model.html
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