The CHANGE CURVE helps us to understand how people move through change, and what people need most in each stage. Whether you are leading yourself or others, it is helpful to consider the unique needs of each stage from a rational and emotinal perspective.
Select each TAB below to learn more.
When leading others through Easy Street:
- Paint a picture to help residents of Pity City understand the need for change from many perspectives. That picture should include what’s in it for the individual, the team, the customers, and the company.
- Provide assurance that the employee will be supported throughout the change experience from a technical and emotional standpoint.
- Invite input into the process and create opportunities for the team member to feel heard and valued.
In the midst of change, residents of Pity City can be draining and discouraging. You might be tempted to avoid them, but instead seek to be intentional.
When leading others through PITY CITY:
- Invite feedback about the change and demonstrate active listening skills.
- Ask questions that help the individual articulate their concerns not only about the change itself, but also how they feel about it. For many change can be scary and threatening.
The more you understand where they are coming from, the better you will be able to support them. - Practice using empathy to connect with the individual. Remember you do not need to agree with their concerns, but you do need to demonstrate an understanding of them. Your response can help them feel validated, seen, and heard.
Picture yourself riding down a steep hill only to face another uphill climb. You need to pedal through the downhill to gain momentum for the uphill climb. It’s this momentum that gives you the extra push to make it through. Same is true as people move from Pity City to Happy Valley.
When leading others through HAPPY VALLEY:
- Provide extra support and encouragement to help your team members recognize forward movement and small wins.
- Guard your employees from burnout by checking in often to see what they need from you to keep moving forward.
- Look for ways to keep team members involved in the change by providing additional ownership in solving problems and overcoming obstacles.
- Help your team members feel encouraged, motivated, challenged, and valued.
Once your team members enter Pleasantville, their need for leadership doesn’t end.
When leading others in PLEASANTVILLE:
- Provide feedback that will help employees recognize their own personal and professional growth.
- Seek their input on what went well and what could have been better.
- Encourage a growth mindset with your team members. Help them to look for opportunities to create change to benefit the customers’ experience.
- Help your team members feel accomplished, pride, ownership, and delight in the new beginning.
Take a moment to reflect on each of the individuals you lead. Where might they be on the change curve?
Set aside some time to meet with individual team members. Facilitate a conversation to discover where they are on the change curve and discover what they specifically need from you during change.
Connect with your employees on a regular basis in order to check in on progress and how they are feeling about the current disruption.
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