This month, we're exploring four guiding principles for how effective leaders can lead change. This week, we're delving into the second principle: supporting people through the Change Curve.

Previously, we discussed the 20/60/20 rule and how it aids leaders in ensuring they're not overly focused on the underperforming, often negative, bottom 20%. However, it's crucial to differentiate between the natural anxieties people feel when faced with change and the resistance of the belligerent minority. The Change Curve is a valuable tool for navigating this distinction.

Understanding the Change Curve: Managing Reactions to Change

The Change Curve outlines ten stages that typically represent how people react to change. It also provides insights into what leaders need to do at each stage to foster a positive outcome and an engaged team:

1. Shock: At the initial stage, people may be overwhelmed, finding it hard to process information. As a leader, offer reassurance and keep your communication brief. Reinforce the notion that your core purpose remains unchanged.

2. Denial: After the shock, denial often sets in. Continue providing reassurance and encourage patience as individuals take time to adjust.

3. Emotional Reaction: As shock subsides, emotions can flare up, ranging from excitement to anger. Mitigate negativity by focusing on positivity and dedicating your time to the top 20% to help spread an optimistic attitude. Channel the team's energy toward actionable tasks.

4. Realisation: When raw emotion gives way to realisation, uncertainty can surface. This is the time for clear communication. Outline a detailed plan showing how everyone will contribute to achieving the vision.

5. Despondency: Confidence might wane, leading to feelings of despondency. Maintain your focus on the top 20%; their behaviour can influence the middle 60%, encouraging them to follow suit.

6. Acceptance: Once people tire of resisting change, they begin to let go of the past and accept the new reality. As a leader, share your optimism and belief in the opportunities the future holds.

7. Adaptation: Individuals start assessing their role within the new reality. Identify team members who are adapting well, and highlight their efforts. Recognising and sharing their good ideas can foster a supportive environment.

8. New Normal: A 'new normal' begins to establish itself. Concentrate on reinforcing positive changes and celebrate the team's successes. Continually remind everyone of the vision and the role each person plays in achieving it.

9. Moving Forward: The team has moved on and is embracing the changes. Celebrate the achievements and the newfound sense of optimism that’s taking root.

10. Sustaining Change: Remember, people can slip back into old habits. Continue to reinforce stages 8 and 9 to maintain momentum and ensure lasting change.

Embracing Effective Change Management

With over three-quarters of change initiatives failing, this 10-stage process can be instrumental in saving you time and resources. It provides a structured approach to support your team through the inevitable ups and downs of change.

If you want to delve deeper into how to effectively lead change, consider exploring our online course, Effectively Leading Change. It's 100% accessible online 24/7 and offers the option of one-to-one coaching. This short course highlights the importance of change, introduces valuable tools and models for guiding your team through it, and explores how to move towards high performance and stay ahead of the competition.

To Read More

To dive deeper into the Change Curve and how to navigate it, click here for your free download.

Next Week

In our next installment, we'll discuss how effective leaders adjust their style, not just in response to significant changes but also in everyday situations.

Discover More on Leading Change

Leading Change is a core theme of our LEAD™ program, where we guide business leaders on how to drive high performance and navigate challenges effectively. To learn more about the program, please contact us here.

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