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.
Blogs by Email
Do you want to receive an email whenever we post a new blog? The blogs contain article 5-10 minutes long - ideal for reading during your coffee break!
Further Reading in Change Management
-
A New Vision for Britain
Theresa May promised at the Conservative conference that "a change has got to come" as she outlined her vision for Britain. This new vision will require a radical change in thinking.
Read Article > -
Why Won't People Accept Change?
Why won't people accept change, even when they can see that what they are doing does not bring them what they want?
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 > -
What are the Principles of Change Management?
The eight principles of change management are a useful framework for understanding how to manage change effectively. By applying these principles, organisations can make progress towards their goals.
Read Article > -
Effectively manage change
Effectively Manage Change Change management training is important because there have been enormous changes in the way that we shop, how we entertain ourselves, how we spend our leisure time and how we do business. But for many, this change means a feeling of uncertainty. Most people don't like uncertainty: they...
Read Article >
Looking for Change Management Training?
If you're looking to develop your Change Management Skills, you may find this Change Management Training Course beneficial:
Open Training Course Pricing and Availability
In-House Course Available Call us on 020 3856 3037 to discuss your requirements or