What is the best way to deal with change in my organisation?

“It is not the strongest of the species that survives, nor the most intelligent that survives. It is the one that is the most adaptable to change” – Charles Darwin

Most of us accept that in this day and age, we will face a certain amount of change throughout our careers. Change still remains one of the most difficult things to get right for so many businesses; requiring a myriad of skills to deal with all of the ‘process’ and ‘people’ issues that undoubtedly arise. However, when done correctly, organisational change can be powerfully delivered and positively received.

One of the most common and daunting elements for those tasked with managing a change process is in understanding and dealing with people’s reactions to change. It is important to understand that we all go through a similar ‘curve’ of emotions, albeit some more quickly and painlessly than others.

This transition has been illustrated in countless models over the years but probably the most widespread is the Elizabeth Kubler Ross’ Five Stages of Grief. Originally designed for death and bereavement counselling, it can quite easily be adapted to other elements of change faced in personal and professional lives. Ross’s Five Stages of Grief are set out below:

Denial - Denial is a conscious or unconscious refusal to accept facts, information, reality, etc., relating to the situation concerned. It's a defence mechanism and perfectly natural. Some people can become locked in this stage when dealing with a traumatic change that can be ignored.
Anger - Anger can manifest in different ways. People dealing with emotional upset can be angry with themselves, and/or with others, especially those close to them. Knowing this helps keep detached and non-judgemental when experiencing the anger of someone who is very upset.
Bargaining - People facing particularly difficult change can bargain or seek to negotiate a compromise. For example "Can we still be friends?" when facing a break-up. Bargaining rarely provides a sustainable solution.
Depression - In a way it's the dress rehearsal or the practice run for the 'aftermath' although this stage means different things depending on whom it involves. It's a sort of acceptance with emotional attachment. It's natural to feel regret, fear, uncertainty, etc. It shows that the person has at least begun to accept the reality.
Acceptance - Again this stage definitely varies according to the person's situation, although broadly it is an indication that there is some emotional detachment and objectivity.

When applied to business change, it is easy to start plugging in appropriate communication, guidance and emotional support into various stages of the model, increasing your chances of better supporting staff through to successful acceptance of the change. We offer several courses to help you and your company deal with change, including: