Is the Change Curve Model Real?
Is the Change Curve Model Real?
The Change Curve model is real, but it is usually taken out of context and applied to situations for which it is not designed to operate.
The Change Curve is based on a model originally developed in the 1960s by Elisabeth Kubler-Ross as a psychological-medical way to explain the grieving process.
It was not designed nor intended to be a model to describe organisational change.
The Kubler-Ross Change Curve
This Change Curve describes the process that people go through when they are informed of bad news, such as the contraction of a terminal illness.
The five stages of the Kubler-Ross Change (grieving) process are:
Denial: which is the initial refusal to accept the news as true.
Anger: which is the negative emotional response when people finally accept the bad news is true.
Bargaining: which is when people try to negotiate a way out of the bad news by creating "if / then" hypothetical questions:
- "If I were to stop smoking, then would that fix it?"
- "If I were to go on a detox diet, then would that fix it?"
Depression: which is when the truth is recognised as inevitable and there is no escape.
Acceptance: which is when people come to terms with the reality of the situation and they decide to live with knowledge of the bad news.
Is the Kubler-Ross Change Curve model suitable for use as an Organisational Change model?
No, not really.
Whenever a concept is taken out of context, then it is not an effective tool to understand the reality of the situation and therefore how to respond to it.
It may be true that the Kubler-Ross model may be taken as a metaphor to understand the emotional stages that SOME people MIGHT experience, when they are told that changes are being imposed upon them. However, to use a model designed to explain the grieving process as a tool to understand organisational change is, at best, only a guide, and at worst, a misconception.
There are better models to understand how to manage organisational change.
Organisational Change Training
Our Change Management training course is recommended for anyone wanting to know more about organisational change and learn how to use change to their advantage.
About the Author: Chris Farmer
Chris Farmer is the founder of the Corporate Coach Group and has many years’ experience in training leaders and managers, in both the public and private sectors, to achieve their organisational goals, especially during tough economic times. He is also well aware of the disciplines and problems associated with running a business.
Over the years, Chris has designed and delivered thousands of training programmes and has coached and motivated many management teams, groups and individuals. His training programmes are both structured and clear, designed to help delegates organise their thinking and, wherever necessary, to improve their techniques and skills.
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Further Reading in Change Management
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How to Manage Rapid Change
In a rapidly evolving society, managers must acknowledge and adapt to technological, political, and social changes. Embracing change is crucial for improvement, and refusing to adapt carries consequences, so change management is a vital skill.
Read Article > -
How can I get people to change?
How can you get people to change? It is clear that you need to improve the current system you are using at work; and that means that you need people to change what they are doing and adopt the new system. But the problem is that most people don't like change...
Read Article > -
Managing Negative Attitudes To Change
Companies need to evolve, which involves change. Often, employees will complain about change and want things to remain as they are. As a manager you must be able to read the mood of your staff and manage their emotions and attitudes towards change.
Read Article > -
Why do people resist change?
People are creatures of habit and resist change because it is too difficult, or unproven to be better than what they are currently doing. Better the devil you know, is a well-used phrase when it comes to change, but should you accept it?
Read Article > -
Is the Change Curve Model Real?
The Change Curve model was developed decades ago, to explain the grieving process. Is it appropriate to use it to describe organisational change or are there better models?
Read Article >
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