We all need to change if we want to either have a glow up, to achieve goals we set out for ourselves, or be successful in transition. There are many models within Industrial and Organisational Psychology that can facilitate a business to reach the goals they set out for their workforce. One model is the change curve. It illustrates the process and steps one takes to accept the changes, including the behaviours and states expressed in each step of transitioning. No one wants to stay in the negative, however, it is easy to stay there if you do not recognise within yourself the need to change.

The change curve is a popular model that is used to understand the stages of personal transition and organizational change. This structure also helps you understand how people will react to change, so that you can help them make their own personal transitions and make sure that they have the support they need.

The change curve describes the four stages most people go through as they adjust to change. When change is first introduced, people’s initial reaction may be of shock or denial as they react to the challenge to the status quo.

To demand either yourself or others to change will always impact negatively, and take things personally. There is always a glimmer of active resistance or protest against the changes. As seen on the graph, stage 1 and 2 are of resistance to change. For as long as people stay on stage 2 of the change curve, the change will be unsuccessful. Even those that are happy with their style of working, there is always room for improvement. Goals and your competencies are not the same thing.

Stage 2 has a time frame. It is the perfect opportunity to start recruiting for new individuals, should the existing ones do not stop dragging their feet to stop the transition of change to happen. Some may be of use, and should be shown what could potentially happen at stage 3 should they desist to resist. If that still doesn’t work, cut. The organisation is not for them.

Stage 3 gives way to optimism and acceptance. At this stage individuals start to test and explore what change means and learn the reality of what is good and how they must adapt.

Stage 4 Individuals accept the changes and embrace them, rebuild their ways of working which is the goal for the facilitation to achieve.

It should be self understood that not all individuals start at stage 1. If you have recruited well, you workforce should have a number of individuality differences and personalities. The Change curve helps you identify who needs help, who is misplaced with regards to their job role.

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