Stages of change management according to the Kübler-Ross model
Posted: Sun Jan 19, 2025 4:34 am
A sense of necessity
For effective control over change management, the first step is very important, which involves informing the workforce about the need for upcoming changes. It is imperative to talk about the goals of the transformation, the advantages of changing technological processes, modernizing equipment, improving working conditions and the material component, and training.
Your information must be complete and reliable. Omissions, understatements, uncertainty will immediately be supplemented by rumors and negative gossip. Each step in the process of introducing innovations must be explained and discussed with the team. The need for change must be conveyed to any employee, showing that this is a matter of life and death. Informing may not be verbal. It is good to use bright fresh ideas for this, but trusting personal contact is also a guarantee of success.
A team of like-minded people
Managers initiate and lead dentist data package changes, but without the support of like-minded people it is difficult to implement innovations. It is necessary to find and organize people who understand the situation and involve them in the work. They must be sought at different levels so that they form the core of support, so that their support can be counted on.
Forming and disseminating a common vision
People tend to look at one thing and perceive it differently. So each employee can understand changes in their own way. For success, it is important to form a common vision and communicate it to everyone. A team of like-minded people who are positive about changes will help here. Energetic, active people, prepared, respected in the team and with the makings of a leader will take on the mission of spreading a common vision.
Removing obstacles
After moving away from the current state of affairs, the progress of changes often stalls. The task of the project manager is to track obstacles and eliminate them in a timely manner. Careful daily monitoring of processes and analysis of their productivity is required. There is always a group of resistance to transformations, even if it seems that everything is going according to plan. Finding an approach to all team members when managing changes is very important.
Stages of change management
Source: shutterstock.com
First results.
This is a very important stage, on which the long-term success of the changes being made depends. A person by nature is not capable of maintaining a high pace of activity of the same intensity for a long time. If it is not maintained, enthusiasm falls. Changes reinforced by intermediate victories and achievements bring powerful motivation to employees.
An experienced leader's arsenal of actions includes preparing the ground for the first quick successes long before the change process begins, because such achievements are supported by the team's enthusiasm and its desire to move forward.
Consolidate success.
Changes of any kind are stressful for an employee. Different working conditions, different equipment, an unfamiliar routine – everything is irritating. If an employee has accepted the changes positively, has undergone training, has managed to understand the innovations, has started to act as needed, and has achieved his first success, then the transformation process is considered successful. But if he has found himself in a zone of chaos and has not been able to get out of there in time, the growing feelings of discontent and uncertainty can lead to a rejection of the changes.
One fairytale hero receives difficult tasks. He can refuse to perform them, and then he keeps his own. But more often he accepts the challenge, goes on a journey, overcomes obstacles, gets a rejuvenating apple or a magic ring from the bottom of the sea, gains new knowledge and returns home with unique experience.
This can serve as a model for implementing changes. By opening up bright prospects for a person along this path, the project management team helps the person reach a higher level. In the new reality, he will be happy. But for this to happen, the person needs to be helped to decide on a difficult path to a high goal. Changes should not be impossible.
Consolidating changes in corporate culture.
After the successful implementation of changes, they need to be consolidated in the corporate culture. This can be done on the basis of other corporate standards and a modified incentive system. A clearly defined work regulation will help the company reach a new level of activity and will not allow it to return to the old rails.
Reasons for staff resistance d
For effective control over change management, the first step is very important, which involves informing the workforce about the need for upcoming changes. It is imperative to talk about the goals of the transformation, the advantages of changing technological processes, modernizing equipment, improving working conditions and the material component, and training.
Your information must be complete and reliable. Omissions, understatements, uncertainty will immediately be supplemented by rumors and negative gossip. Each step in the process of introducing innovations must be explained and discussed with the team. The need for change must be conveyed to any employee, showing that this is a matter of life and death. Informing may not be verbal. It is good to use bright fresh ideas for this, but trusting personal contact is also a guarantee of success.
A team of like-minded people
Managers initiate and lead dentist data package changes, but without the support of like-minded people it is difficult to implement innovations. It is necessary to find and organize people who understand the situation and involve them in the work. They must be sought at different levels so that they form the core of support, so that their support can be counted on.
Forming and disseminating a common vision
People tend to look at one thing and perceive it differently. So each employee can understand changes in their own way. For success, it is important to form a common vision and communicate it to everyone. A team of like-minded people who are positive about changes will help here. Energetic, active people, prepared, respected in the team and with the makings of a leader will take on the mission of spreading a common vision.
Removing obstacles
After moving away from the current state of affairs, the progress of changes often stalls. The task of the project manager is to track obstacles and eliminate them in a timely manner. Careful daily monitoring of processes and analysis of their productivity is required. There is always a group of resistance to transformations, even if it seems that everything is going according to plan. Finding an approach to all team members when managing changes is very important.
Stages of change management
Source: shutterstock.com
First results.
This is a very important stage, on which the long-term success of the changes being made depends. A person by nature is not capable of maintaining a high pace of activity of the same intensity for a long time. If it is not maintained, enthusiasm falls. Changes reinforced by intermediate victories and achievements bring powerful motivation to employees.
An experienced leader's arsenal of actions includes preparing the ground for the first quick successes long before the change process begins, because such achievements are supported by the team's enthusiasm and its desire to move forward.
Consolidate success.
Changes of any kind are stressful for an employee. Different working conditions, different equipment, an unfamiliar routine – everything is irritating. If an employee has accepted the changes positively, has undergone training, has managed to understand the innovations, has started to act as needed, and has achieved his first success, then the transformation process is considered successful. But if he has found himself in a zone of chaos and has not been able to get out of there in time, the growing feelings of discontent and uncertainty can lead to a rejection of the changes.
One fairytale hero receives difficult tasks. He can refuse to perform them, and then he keeps his own. But more often he accepts the challenge, goes on a journey, overcomes obstacles, gets a rejuvenating apple or a magic ring from the bottom of the sea, gains new knowledge and returns home with unique experience.
This can serve as a model for implementing changes. By opening up bright prospects for a person along this path, the project management team helps the person reach a higher level. In the new reality, he will be happy. But for this to happen, the person needs to be helped to decide on a difficult path to a high goal. Changes should not be impossible.
Consolidating changes in corporate culture.
After the successful implementation of changes, they need to be consolidated in the corporate culture. This can be done on the basis of other corporate standards and a modified incentive system. A clearly defined work regulation will help the company reach a new level of activity and will not allow it to return to the old rails.
Reasons for staff resistance d