Kübler-Ross change curve
Posted: Sat Feb 01, 2025 10:24 am
The authorship belongs to the famous psychiatrist Elisabeth Kübler-Ross, who created the "Growth Curve", "Five Stages of Grief", described in the book "On Death and Dying". The model will help to better understand emotions during the period of loss and change, to facilitate the acceptance of innovations emotionally and physically.
The change management content of this model is applicable to any situation of a sudden change in lifestyle and the need to make a decision. The Change Curve and the Five Stages of Grief consist of denial, anger, bargaining, depression, acceptance.
Kübler-Ross change curve
Source: shutterstock.com
This model, expanded to tunisia email list seven points, can be offered to employees to approach innovation. The change curve helps to understand the feelings of employees and to trace the path from shock to acceptance of transformation and desire to participate in it:
Shock. A person has difficulty realizing the fact of upcoming changes and their participation in them. The shock has passed – resistance to change develops. People emotionally prove that this is impossible.
Denial. A temporary state of defense that allows one to come to terms with the news of impending changes. People may pretend that nothing is happening and will not happen, hoping that everything will calm down on its own.
Disappointment. It comes after the reality of change is realized. People are short-tempered and irritated.
Depression. This is the lowest point of the curve of changes. It is characterized by indifference, decreased enthusiasm.
Experiment. People are moving further out of their usual environment. The team's progress at this stage can be facilitated by organizing training.
Decision making. Employees begin to accept the changes. They are more positive, and the training bears fruit in the form of increased productivity.
Integration. The changes have become a reality, the team accepts the new conditions and already sees a positive result.
The change management content of this model is applicable to any situation of a sudden change in lifestyle and the need to make a decision. The Change Curve and the Five Stages of Grief consist of denial, anger, bargaining, depression, acceptance.
Kübler-Ross change curve
Source: shutterstock.com
This model, expanded to tunisia email list seven points, can be offered to employees to approach innovation. The change curve helps to understand the feelings of employees and to trace the path from shock to acceptance of transformation and desire to participate in it:
Shock. A person has difficulty realizing the fact of upcoming changes and their participation in them. The shock has passed – resistance to change develops. People emotionally prove that this is impossible.
Denial. A temporary state of defense that allows one to come to terms with the news of impending changes. People may pretend that nothing is happening and will not happen, hoping that everything will calm down on its own.
Disappointment. It comes after the reality of change is realized. People are short-tempered and irritated.
Depression. This is the lowest point of the curve of changes. It is characterized by indifference, decreased enthusiasm.
Experiment. People are moving further out of their usual environment. The team's progress at this stage can be facilitated by organizing training.
Decision making. Employees begin to accept the changes. They are more positive, and the training bears fruit in the form of increased productivity.
Integration. The changes have become a reality, the team accepts the new conditions and already sees a positive result.