Download - i Change 2 - Change Curve V2
Conceptual Models for MentorsJane Stubberfield
Change 2 – Kubler-Ross Change Curve
By the end of this session you will be able to:
Identify the stages in the model
Explain the relevance of the model to the impact of change in organisations
Assess its use in mentoring
Objectives
Origins of the model Developed in the 1960s by Elisabeth Kubler-
Ross Published in her book “On death and dying”
in 1969 Originally applied to people who had been
given tragic news Is now regularly applied to the impact of
change in organisations Helps you think through the best way to
implement change
Change Curve
perfo
rman
ce
time
Stage 1 Stage 2 Stage 3
Shock
Denial
Anger
Depression
Acceptance
Integration
Based on Kubler Ross (1969)
As with all models, this is a generalisation Not everyone will go through all of these
stages Not everyone will go through the stages in
the way it is shown on the model However, this does allow you to predict how
people may react when planning change and how to manage it
Important to remember that some people thrive during change and will see it as a great opportunity
Movement along curve
Stage 1• Shock and
denial• Allows us to
take in news• Head in sand• Feel
threatened
Stage 2• Anger
followed by depression
• Blame • Frustration• Apathy• Get stuck in
details
Stage 3• Acceptance
and then integration
• Seen as inevitable
• Resigned• Gradually the
change becomes part of normal things
Stages
Leadership in stages exercise
•What would be important for a leader
to consider in each of the stages so that they can introduce the change as easily as possible
•List your thoughts for each of the stages
• Openness and honesty• Explanations• Allow time• Empathy• Listening
Stage 1• Involve everyone affected in planning and
action• Continue movement forward• Provide support and feedback• Go for small wins• Openness and honesty
Stage 2• Persistence• Celebrate achievements• Meet learning needs• Coach• Involve and communicate
Stage 3
Example answers
Mentoring through change exercise
•If a client came to you to talk about
some change they are planning with their team, how could you use this model to help them?
•Write down a list of questions
covering all the stages that you could ask your client to help them to think through how they are going to handle the reaction to the change
How can you best let the team know about the change so that it is easier for them to accept it?
How shocked do you think the team will be by this?
How will you handle this? What can you do to handle any denial from
the team? How can you keep in touch with the team to
handle any frustrations that they may have?
Example answers
How will you handle it if members of the team turn to blame as a way of deflecting moving forward with the change?
What plans do you have to inspire and motivate the team through out this process
What can you do to help them integrate the change into their normal work routine?
Example answers
Kubler-Ross, E. (1969) On death and dying. Routledge.
References
This resource was created by the University of Plymouth, Learning from WOeRk project. This project is funded by HEFCE as part of the HEA/JISC OER release programme.
This resource is licensed under the terms of the Attribution-Non-Commercial-Share Alike 2.0 UK: England & Wales license (http://creativecommons.org/licenses/by-nc-sa/2.0/uk/). The resource, where specified below, contains other 3rd party materials under their own licenses. The licenses and attributions are outlined below:
1. Slide 4 based on the work of Kubler-Ross, E. (1969) On death and dying. Routledge.
2. The name of the University of Plymouth and its logos are unregistered trade marks of the University. The University reserves all rights to these items beyond their inclusion in these CC resources.
3. The JISC logo, the and the logo of the Higher Education Academy are licensed under the terms of the Creative Commons Attribution -non-commercial-No Derivative Works 2.0 UK England & Wales license. All reproductions must comply with the terms of that license.
Author Jane Stubberfield
Institute University of PlymouthTitle Change 2: the change curve
Description Presentation: Change 2: the change curve
Date Created 06/06/2011
Educational Level 7, Masters
Keywords UKOER, LFWOER, UOPCPDLM, Mentoring, learning, development, coaching, training, advising, change
Back page originally developed by the OER phase 1 C-Change project
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