Emotional stages of change
Change is the only constant. Going through transformation results in different emotional stages of change. Constant change can be stressful: it challenges your ability to cope and can drain your resilience.
“The world hates change, yet it is the only thing that has brought progress.” Charles Kettering
Implementing change
When implementing change, organisations often focus on the systems, processes, and outcomes but fail to understand or consider the emotional impact it will have on people. Equipping people both physically and emotionally to deal with change effectively will significantly develop the resilience of the individual, the team and the organisation. When creating transformational change, any organisation might want to introduce the role of a change champion, and they can be tasked to:
- Find out as much as you can about any impending changes or challenges
- Understand the reasons for the changes or challenges and why it is happening
- Determine what isn’t changing
- Acknowledge what you will lose
- Shift your negativity towards creativity, improvisation and problem-solving
- Break down problems and challenges into bite-size pieces
- Listen to others’ anxieties and fears
- Engage other people in developing a shared vision of a realistic, optimistic future.
- Maintain a healthy balance between work commitments
- Celebrate your small victories
Everyone goes through similar emotional stages of change when dealing with significant transformation.
Change curve
John M. Fisher is a Chartered Psychologist who researched and developed the Personal Transition through the Change curve. He presented at the Tenth International Personal Construct Congress, Berlin, in 1999, and subsequently developed his work on constructivist theory about service provision organisations at Leicester University, England.
John M. Fisher’s Process of Transition curve explains how people respond to change through defined phases that are followed in succession until they accept the change. This change theory is based on earlier studies by Elisabeth Kübler-Ross who identified various stages of grief.
Fisher’s model is more focused on business. He presented at the Tenth International Personal Construct Congress, Berlin, in 1999, and subsequently developed his work on constructivist theory about service provision organisations at Leicester University, England.
Transition
Much of the actual transition through the phases is completed subconsciously. While some people move more quickly through the phases than others, everyone will need different things depending on which phase they are in. Deciding factors are their temperament, life experiences, perceived degree of control and so on.
The key to understanding the phases is not to feel like you must go through every one of them, in precise order. Some people may also regress to an earlier stage depending on their situation. Instead, it’s more helpful to look at them as guides in the change process – it helps you understand and put into context where you and others are.
Keep in mind that everyone reacts differently. Some people will readily show their emotions. Others will experience their emotions more internally. You should try to not judge how a person experiences change, as each person will experience it differently.
See if you can relate to these 12 emotional stages:
1. ANXIETY
Uncertainty looms, making you anxious about upcoming changes. You can’t predict what will happen next. Fear of the unknown amplifies your anxiety. You struggle to visualize how the change will unfold. Doubts cloud your mind, making it hard to focus. Transitioning through the emotional stages of change begins with this anxiety. Seeking information and clarity might help ease your worries. Remember, acknowledging your feelings is the first step. This stage involves grappling with ambiguity and seeking reassurance. Try to stay grounded and focus on what you can control. Understanding this anxiety can guide you toward a more balanced perspective.
2. HAPPINESS
You feel elated about the potential benefits of the change. Optimism surges as you envision improvements. This happiness propels you forward, motivating positive actions. You see opportunities to discard ineffective systems. The emotional stages of change include this uplifting phase. You anticipate a better future, fueling your enthusiasm. Sharing this positive outlook with others can spread joy. Embracing change feels exciting and promising. Your confidence grows, boosting your morale. This stage encourages proactive engagement and innovation. Celebrate this happiness, as it strengthens your resilience for upcoming challenges.
3. THREAT
You sense a threat as the change approaches. Uncertainty about personal impact triggers this feeling. You fear potential disruptions to your routine. This threat perception heightens your stress levels. Navigating the emotional stages of change involves addressing these threats. Understanding the source of your unease can help. Open communication about your concerns may provide relief. Seek support from peers or mentors. Acknowledge that feeling threatened is natural. Focus on adapting and finding solutions. This stage challenges you to confront and overcome your fears.
4. FEAR
Fear grips you as you anticipate the change. You worry about new ways of thinking and behaving. This fear feels overwhelming and paralyzing. It’s a crucial part of the emotional stages of change. Accepting this fear helps you process it. Discuss your anxieties with trusted individuals. Their perspectives can offer comfort. Gradual exposure to new routines might ease your fear. Recognize that change brings growth opportunities. Facing your fear head-on builds resilience. This stage tests your courage and adaptability.
5. ANGER
You feel anger toward those enforcing the change. Frustration boils over, targeting specific individuals. This anger stems from a perceived loss of control. The emotional stages of change often include this intense anger. Expressing your feelings constructively can be therapeutic. Avoiding destructive actions maintains relationships. Channel your anger into productive activities. Understanding the reasons behind the change might reduce anger. This stage pushes you to find healthy outlets. Anger signals deep emotional engagement with the change.
6. GUILT
Guilt overwhelms you for not coping better. You blame yourself for perceived inadequacies. This guilt reflects high personal standards. Recognizing this guilt is part of the emotional stages of change. Self-compassion can alleviate some guilt. Reflect on your efforts and progress. Discussing your feelings with others may help. Understand that everyone struggles with change. Use this guilt as a motivator for improvement. This stage encourages self-reflection and growth.
7. DESPAIR
Confusion and apathy mark this stage of despair. You question your identity and purpose. This despair feels heavy and isolating. Navigating the emotional stages of change includes facing this low point. Reaching out for support is crucial. Connecting with others can provide solace. Reflect on past challenges you’ve overcome. Small, positive actions can combat despair. This stage demands patience and self-care. Despair, though painful, is often temporary.
8. HOSTILITY
Hostility surfaces, directed at yourself and others. Aggression marks your response to the change. This hostility indicates deep emotional turmoil. The emotional stages of change sometimes involve this anger. Seeking professional help might be beneficial. Practising mindfulness can reduce hostile reactions. Understanding the roots of your hostility is essential. This stage tests your ability to manage intense emotions. Hostility can hinder progress, so addressing it is vital.
9. ACCEPTANCE
Acceptance brings emotional detachment from the situation. You start understanding the change and its implications. This acceptance fosters a sense of peace. The emotional stages of change culminate in this acceptance. Embracing the change allows for clearer thinking. You begin to adapt to the new environment. This stage encourages constructive action. Acceptance doesn’t mean agreement but understanding. It empowers you to move forward positively. Celebrating small victories can reinforce acceptance.
10. MOVING FORWARD
You exert control and create positive changes. Moving forward involves proactive engagement. You implement new strategies and solutions. The emotional stages of change end with this forward momentum. Confidence in your abilities grows. You inspire others with your progress. This stage highlights resilience and adaptability. Embrace this opportunity for growth. Your actions demonstrate the power of positive change. Moving forward, you shape your future.
11. DENIAL
You deny any change is occurring. This denial acts as a defence mechanism. Ignoring the change delays progress. Acknowledging denial is part of the emotional stages of change. Facing reality helps overcome denial. Honest conversations can break through this barrier. Denial often masks deeper fears. Addressing underlying concerns is crucial. This stage requires courage and honesty. Overcoming denial paves the way for acceptance.
12. DISILLUSIONMENT
Disillusionment occurs when the change conflicts with your values. You reject the change entirely. This disillusionment feels like a betrayal. The emotional stages of change sometimes lead here. Reflecting on your values clarifies your stance. Open dialogue might bridge gaps. Disillusionment can prompt a reevaluation of goals. Understanding the root causes is essential. This stage challenges your commitment. Overcoming disillusionment requires introspection and communication.
Change can be a valuable opportunity with the right focus. Organizations, management teams, and individuals must approach it positively. Embracing change leads to growth and success.
Because with change comes a whole new set of emotions; it gives you the chance to authentically reconnect with who you truly are.
Coaching and empowering people through change are functions of effective leadership. The role of the leader in times of change is to:
- show the way, explain the change journey and give meaning
- communicate (avoidance of delivering the message is not an option)
- understand the emotional impact that change will have, care and empathise
- clarify where there is uncertainty
- empower people and challenge them where appropriate.
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I am an emotional intelligence coach, trainer, and facilitator with over 35 years’ business and commercial experience. I am the author of “The Authority Guide to Emotional Resilience in Business” and “The Authority Guide to Behaviour in Business” part of The Authority Guides series. I have the most comprehensive range of emotional intelligence courses available on the internet taken by over 250,000 learners in 175+ countries. If you would like to discuss how online learning can develop resilience, emotional intelligence, or leadership across your organisation, give me a call on 07947 137654 or email me at [email protected]