Framework 189                 Change Curve

Introduction
This is an adaptation of the grief cycle developed by Kubler-Ross to explain the stages of grief as seen through terminally ill patients (see p. 275).
It has application in explaining individuals' emotional journey throughout organisational change as it explains the psychological stages people experience during significant change.
Its focus is on the concept of loss that has application in organisational change as a way to help people manage and understand reactions to change.
Stages (5)
i. Denial (initial shock that can be experienced as disbelief about the change; if strong enough people can deny that changes is significant or will impact them)
ii. Anger (next people may express anger, resentment, etc and resist the change:
"...It often emerges as emotional turmoil from individuals who haven't been prepared properly for change, and results in pushback against the change..."
Josy Jamieson, 2024)
iii. Bargaining (once anger settles, people try to negotiate to avoid the change; can experience self-doubt, questioning their abilities and future within the organisation)
iv. Depression (as people start to accept the change they can feel deep sadness, helplessness or despair; it is often a period of low organisational productivity and morale)
v. Acceptance (start to accept the change and integrate it into the organisation; as people start to see benefits, they adjust their mindsets and behaviours to support and sustain the change initiative)
Comments on this framework
- it highlights people/human aspects of change as it is helps the in the development of an understanding of the emotional journey different stakeholders go through during change
- it is relevant as it provides valuable insights into the emotional responses individuals go through in organisational change
- as it focuses on the individual reactions rather than groups or teams, it can miss the broader influences on change on culture, leadership, communications, etc
- it can be integrated with other frameworks like Prosci's ADKAR methodology (see p. 251)
- can help explain change, ie different perspectives