Change is inevitable, but progress is not. In every organization, change initiatives—whether digital transformation, restructuring, mergers, or new leadership—follow a psychological and behavioral journey for those affected. This journey is mapped by what is commonly referred to as the Change Management Curve.
🌀 Understanding the Change Curve
The Change Curve is a model derived from Elisabeth Kübler-Ross’s “Grief Curve” in her book On Death and Dying (1969). Though originally created to explain the emotional stages of grief, it has since been adapted widely in organizational psychology and change management to describe the emotional journey individuals undergo when facing change.
The core stages are:
- Shock and Denial
- Anger and Frustration
- Depression and Low Morale
- Acceptance and Exploration
- Commitment and Integration
1. Shock and Denial
When change is introduced, individuals often react with disbelief or denial. “This won’t last,” or “They’ll change their mind” are common thoughts. Leaders must recognize that this reaction is not resistance—it’s confusion and emotional overload.
Leadership response:
Provide clarity, communicate the why behind the change, and offer empathetic, repeated messaging.
2. Anger and Frustration
As the reality of change sets in, emotional resistance grows. People may feel fear, anxiety, or resentment—especially if the change threatens their sense of control or competence.
Leadership response:
Don’t suppress these emotions—listen. Offer safe spaces for feedback, acknowledge concerns, and address the losses being felt.
3. Depression and Low Morale
This is the lowest point in the curve. Productivity may drop, and team members can disengage. Doubt, fatigue, and cynicism set in.
Leadership response:
Show up. Reinforce purpose, highlight quick wins, and re-engage teams with coaching and support. This is a crucial stage where resilience and trust-building are paramount.
4. Acceptance and Exploration
Once people begin to emotionally accept the change, they start exploring new ways of working and testing new systems or roles.
Leadership response:
Empower experimentation. Encourage innovation. Recognize progress over perfection and begin to cultivate a learning environment.
5. Commitment and Integration
Eventually, change is no longer “new”—it becomes the norm. People take ownership, performance stabilizes, and the team starts to innovate within the new paradigm.
Leadership response:
Celebrate success. Reinforce the new culture. Institutionalize new behaviors through training, recognition, and aligned systems.
💡 Why the Change Curve Matters for Leaders
Too many change initiatives fail—not due to strategy or tools, but because leaders underestimate the emotional journey of their people. Understanding the Change Management Curve allows leaders to:
- Time their interventions appropriately
- Avoid pushing too hard too early
- Recognize that resistance is not personal—it’s predictable
- Equip middle managers to lead through uncertainty
🧭 Final Thought: Leading Through the Dip
Great leaders don’t just manage change—they guide people through it. They see the valley of despair not as a failure but as a necessary passage to a more capable, adaptive organization.
The Change Management Curve reminds us: change is not a straight line. It dips before it rises. The role of leadership is to ensure people don’t get stuck in the dip—but emerge stronger, together.
Missed out on the over all series?
Murray Slatter
Strategy, Growth, and Transformation Consultant: Book time to meet with me here!
