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Navigating the Change Curve: Part 2 this month focuses on the last two responses in the change management model to a transition/change: Exploration and Commitment. The last two stages are typically more positive as individuals begin to accept and incorporate the change. They are testing how it fits with them and the impacts the change has had or is having on their role. Read on for tips on working with individuals at each of these stages.

 

 Article: Navigating the Change Curve
 Part 2- Exploration and Commitment

A common change management model is a modified version of the Kubler Ross transition (grief) cycle with four stages: denial, resistance, exploration and commitment. In a follow up to Navigating the Change Curve: Part 1 last month, let's consider the final two stages: exploration and commitment.

While the transition/change curve is not a liner experience, at some point, you will notice team members moving from a past (denial, resistance) to a future focus where they begin to explore options and commit to the change.

Typically, Exploration looks chaotic as energy picks up but everyone is still unsure of exactly what this means for them. You might hear suggestions to 'give it a try it this way'. Commitment is characterized by individuals' belief that 'this is a better way' and 'I can do this'. You will see a resurgence in independent decision-making.


Key Leadership Approaches
During these two stages, team members benefit from specific leadership styles: facilitation and recognition.

During the Exploration stage, provide opportunities for brainstorming and group discussion. Encourage individuals to form new relationships or partnerships. For example, one organization we worked with facilitated these through the creation of lateral teams with regular meetings and a clear purpose. Stimulate team members' thinking and innovation; this stage is where they are testing new ways of doing things. Finally, ask what additional support you can offer to them.

Once individuals have reached the Commitment stage, leadership's ability to provide recognition is crucial. Celebrate the acceptance of the 'new' state through acknowledgement and positive feedback.

For the early adopters on the team, encourage them to become internal change agents. Clarify new goals and expectations, and inspire the team to join you in working towards them.

Since change affects individuals in a variety of ways, knowing the signs for each stage can help you to lead individuals through it more effectively. Watch and listen for clues to help identify when an individual is 'coming up the other side' of the change curve, and be aware that moving 'backwards' is also a probability.

And finally, remember the phrase used by both Buddha and Abraham Lincoln in changing and stressful times: 'This too shall pass'.

 

 Team Tip: Mine the Process
 

Once the team has come through the change curve, consider gathering their input about what worked well and what could be improved for the next change/transition. Depending on the size of the team, break the group up into groups of 3-5 people. Ask them to discuss:

1. Was there resistance to the change?
2. What could have been done to lessen the resistance?
3. What was effective in the change roll-out?
4. What could be done next time to improve the roll- out?

Keep in mind the change need not be large-scale for their suggestions to be effective.