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The Change Management Process
Habits are a normal part of every person's lives, but it is often counterproductive when dealing with change. As humans we are not very good at changing. We see changes as a negative thing, something that creates instability and insecurity. A normal change management process often evolves trough number of mental phases:
- Denial
Where we fight the change and protect status quo. - Frustration and anger
When we realize that we cannot avoid the change and we become insecure because of lack of awareness. - Negotiation and bargaining
Where we try to save what we can. - Depression
When we realize that none of the old ways can be incorporated into the new. - Acceptance
When we accept the change, and start to mentally prepare ourselves. - Experimentation
Where we try to find new ways, and gradually remove the old barriers. - Discovery and Delight
When we realize that the change will improve our future possibilities. - Integration
Where we implement the change.
Notice: These phases are usually referred to as the Change Curve. It is described and visualized in many varieties.
The change management model is built to optimize these phases - making the process more effective. The first four phases are very negative and counterproductive. The model solves this by quickly focusing on understanding (what's and why's) and the potential possibilities the change will bring with it. It tries to create energy from start to finish and ensure that everyone is committed.
Published: May. 19, 2006
in reports
Thomas Baekdal is a Writer, Interaction Designer, Change Advocate and Project Manager.