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Understanding Change Management Phases

Change management involves addressing the emotional and psychological challenges individuals face during organizational change. The process typically follows a roller coaster model, including phases such as shock, denial, depression, hope, and rebuilding. Key roles in this process include change agents, sponsors, and advisors, who work to facilitate and support the transition while managing resistance.

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Aneeqa Mughal
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10 views3 pages

Understanding Change Management Phases

Change management involves addressing the emotional and psychological challenges individuals face during organizational change. The process typically follows a roller coaster model, including phases such as shock, denial, depression, hope, and rebuilding. Key roles in this process include change agents, sponsors, and advisors, who work to facilitate and support the transition while managing resistance.

Uploaded by

Aneeqa Mughal
Copyright
© All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
Available Formats
Download as PDF, TXT or read online on Scribd

Change Management

• Change poses emotional, psychological, physical concerns to every individual

• In bigger organizations it is more difficult to implement change and simultaneously focus on


productivity, quality and the customer services.

• This is a fact that Things will always get worse before they get better.

• Quite often people have feelings that “To Change is to suffer loss.”

• Change is the source of resistance in most cases.

• To embrace change people must be convinced that the gain is greater than the loss

• Therefore, the driving forces must be greater than the restraining forces

THE CHANGE MANAGEMENT PROCESS

Roller Coaster Model of Change


Habits are a normal part of every person’s lives, but it is often counterproductive when dealing with
change. Humans are not very good at changing. People see change as a negative thing, something
that creates instability and insecurity. A normal change management process often evolves trough
number of mental phases:

1. Shock
When people are informed and it is a sudden upsetting or surprising event or news for all concerned

2. Denial and Frustration


This is the most difficult and challenging phase
Where people fight the change and protect status quo. There is anger when they realize that they
cannot avoid the change and feel insecure because of lack of awareness. Then there is negotiation
and bargaining where people try to save what they can.

3. Depression
When people realize that none of the old ways can be incorporated into the new.

4. Hope / Negotiation
This is the most important constructive phase and it is critical that every opportunity is materialized
When people accept the change, and start to mentally prepare themselves. Experimentation is done
to try to find new ways, and gradually remove the old barriers.
5. Hanging In
When we realize that the change will improve our future possibilities.

6. Re-Building
Where we start to implement the change.

Resistance to Change
25 Arguments why it won’t work

….. another 25 Arguments why it won’t work


Roles in a Change Process
• Change Agent
• Change Sponsor
• Advisor

Change Sponsor
To ensure there is:
• Sufficient power
• Sufficient motivation
• Sufficient understanding
• Ability and willingness to support

Change Advisor
• Identify Characteristics Change
• Clarify the scope of change
• Assess the organization
• Create a Change Strategy together with Management
• Choose change Leaders, Change Agents
• Anticipate the resistance details and advise on neutralizing resistance

Change Agent
• Managing creation of vision
• Managing faith in transition
• Managing emotions
• Mobilizing people to support and act upon the vision
• Managing time and energy put in the transition process

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