Navigating Change - Part 1

Ever wondered why your team struggles during periods of significant change? Join me, Colin Bolton, as we uncover the secrets to navigating organizational change using the change curve model. This episode promises to equip you with the knowledge to recognize and manage the emotional and psychological stages your team experiences, from shock and denial to acceptance and integration. By understanding these stages, you can anticipate emotional responses and employ strategies like early communication, empathy, and providing support to ensure a smoother transition, maintaining morale, and facilitating quicker adaptation.

Leading through organizational change is no small feat, and this episode provides invaluable insights into the challenges leaders face and how to overcome them. We'll delve deep into practical strategies that emphasize the importance of viewing change as a journey and the crucial role of empathy in leadership. You'll learn how to effectively guide, support, and empower your team, ensuring that change is not only managed but embraced. For additional resources and to connect with a community focused on achieving goals, visit goalachievementcoaching.com. Don’t forget to share this episode with colleagues and friends who could benefit from these insights.

Episode Transcript

Speaker 1 (00:08):
Hello everyone and thank you for joining me today
on my Casual Conversationchannel, where we talk about all
things related to your career,business, personal growth and
how to live a fulfilled andhappy life.
Growth and how to live afulfilled and happy life.
I'm your host, colin Bolton,and in today's episode we

(00:33):
explore a critical topic for anyleader or manager guiding your
team through organizationalchange.
Organizational change isinevitable in today's fast-paced
business world.
Change is inevitable in today'sfast-paced business world.
Companies need to adapt to staycompetitive, and this often
means making significant changesthat can be unsettling for
employees.
But here's the thing Change isnot just about processes,

(01:00):
systems and structures.
It's fundamentally about people.
Whether you're facing a merger,implementing new technology or
shifting business strategies,how you manage your people
through the change journey canmake or break your success.
The human aspect of change iscrucial, and that's where the

(01:23):
change curve comes in.
The change curve is a modelthat describes the emotional and
psychological stagesindividuals go through when
experiencing significant change.
It's based on ElizabethKubler-Ross's stages of grief,
but has been adapted for theworkplace.

(01:45):
It is often used in the contextof organizational change to
help understand how employeesreact and adapt to new
situations.
The model typically includesthe following stages.
Stage one shock and denial.
People's initial reaction tochange is often shock or denial.

(02:09):
Often they may refuse to acceptthat the change is happening or
believe that it won't affectthem.
Stage 2.
Anger and resistance as realitysets in, individuals might
become frustrated or angry.
They may resist the change andexpress dissatisfaction.

(02:33):
Stage 3.
Bargaining At this stage,people might try to negotiate or
bargain to delay or alter thechange in an attempt to maintain
the status quo.
Stage 4.
Depression Feelings of sadness,frustration or helplessness can

(02:57):
occur as individuals realizethe change is inevitable and
their bargaining efforts arefutile.
Stage 5.
Acceptance Gradually, peoplebegin to accept the change.
They start to see its potentialbenefits and begin to explore

(03:17):
how they can adapt.
Stage 6.
Commitment and integration Inthis final stage, individuals
fully embrace the change,integrate it into their routines
and work toward making itsuccessful.
Let's look at an example of howthe change curve works when

(03:41):
dealing with organizationalchange.
Imagine a company undergoing amajor technological upgrade,
such as switching from a legacysoftware system to a new
cloud-based platform.
Here's how employees mightexperience the change curve.
Stage 1, shock and Denial.

(04:02):
When the change is firstannounced many employees are
shocked.
When the change is firstannounced, many employees are
shocked.
They've been using the oldsystem for years and can't
imagine switching to somethingnew.
Some might deny the change willhappen, thinking it's just a

(04:23):
proposal that will eventually bedropped.
Stage 2.
Anger and Resistance.
As the implementation planstarts, employees might feel
angry.
They have to learn newprocesses and might be concerned
about their ability to adapt.
Resistance manifests throughcomplaints, decreased
productivity or outright refusalto use the new system.

(04:46):
Stage 3.
Bargaining Employees might tryto negotiate the timeline for
the switch or request additionaltraining sessions.
They may suggest keeping theold system as a backup or for
specific tasks, hoping to delayfull adoption.

(05:09):
Stage 4, depression.
Realizing that the change isnon-negotiable, some employees
feel demotivated.
They might worry about theirjob security or feel overwhelmed
by the learning curve.
Productivity may dip as moraledrops.
Stage 5.

(05:32):
Acceptance Over time, withsupport and training, employees
begin to accept the new system.
They start to see itsadvantages, like increased
efficiency and better dataaccessibility.
The initial resistance wanes asthey become more comfortable

(05:53):
with their new platform.
Stage 6.
Commitment and integration.
Eventually, employees becomeproficient with the new system.
They integrate it into theirdaily workflows and may even
advocate for its benefits.
The change is now a part of theorganizational fabric and the

(06:16):
company moves forward withimproved processes and
technology.
Understanding the change curveis crucial because it helps
managers and leaders anticipateand address the emotional
responses of their team membersby providing the necessary
resources, communication andempathy to facilitate and

(06:39):
support their teams through asmoother adaptation process.
Okay, so we now know what thechange curve is and why it's
important, but let's nowconsider some of the benefits
the change curve provides forthose leaders who use it
effectively.
First of all, change can causesignificant disruption to

(07:04):
productivity if not managed well.
Disruption to productivity ifnot managed well.
By guiding people through theiremotional responses, you can
reduce the negative impact ondaily operations and minimize
disruption.
Second of all, high levels ofuncertainty can lead to low
morale and disengagement.

(07:25):
When employees feel understoodand supported, they are more
likely to stay motivated andcommitted to their work.
This allows leaders to maintainmorale and engagement.
Thirdly, successfully managingthe change curve helps increase

(07:47):
the likelihood that employeeswill adapt and adopt new
processes, tools or behaviors.
Resistance can slow down orderail change initiatives, but
supportive leadership canfacilitate quicker acceptance
and enhanced adoption rates ofchange.

(08:07):
And fourthly, unmanaged changecan lead to higher turnover as
employees seek stabilityelsewhere.
By providing a clear paththrough the change, you can
retain your top talent andmaintain organizational
continuity, reducing staffturnover.

(08:28):
Now let's talk about somepractical strategies for leading
your team through the changecurve.
Number one communicate early andoften.
Communication is key.
Start by clearly explaining whythe change is necessary, what

(08:50):
it will entail and how it willbenefit the organization and the
employees.
Keep the lines of communicationopen throughout the process and
provide updates and addressconcerns as they arise.
Number two empathize and listen.
Show empathy by acknowledgingthe emotional impact of the

(09:15):
change.
Listen to your employees'concerns and validate their
feelings.
This builds trust anddemonstrates that you care about
their well-being.
Number three provide supportand resources.
Offer the necessary support tohelp your team navigate the

(09:37):
change.
This could include trainingsessions, counseling services or
additional resources.
Make sure they have the toolsand knowledge they need to
succeed in the new environment.
Number four involve and empoweremployees.
Involve your team in the changeprocess whenever possible.

(10:01):
Seek their input and feedbackand empower them to take
ownership of the transition.
This can foster a sense ofcontrol and reduce resistance.
And number five celebratemilestones.
Acknowledge and celebrateprogress along the way.

(10:22):
Recognizing small wins canboost morale and keep momentum
going as your team moves throughthe change curve.
Navigating organizational changeis no easy feat, but by
understanding and managing thechange curve, you can lead your
team through the process withgreater ease and success.

(10:45):
Remember, change is a journeyand your role as a leader is to
guide, support and empower yourpeople every step of the way.
Well, folks, that's it fortoday's episode of Casual
Conversations.
I hope you found these insightshelpful and that you feel a

(11:08):
little more equipped to managechange in your organization.
If you enjoyed this episode,please visit our website,
goalachievementcoachingcom.
Please visit our website,goalachievementcoachingcom,
where you will find otherpodcasts.
Also, please share our podcastwith your colleagues and friends
who may be interested.
Until next time, this is ColinBolton, reminding you to lead

(11:32):
with empathy and embrace changeas an opportunity for growth.
Thanks for listening and we'llsee you in the next episode.