Personal Change

Understanding how you experience change is critical for a change to take hold.

The Emotional Change Curve derived from the work of Kubler-Ross, describes the internal emotional journey that individuals typically experience when dealing with change and transition. This journey consists of a number of stages that people go through: denial, shock, anger, depression, acceptance, decision, and integration.

We move from our current state of denial and resistance to a transitional state of exploration and acceptance, then to a new state of resilience. The Emotional Change Curve helps you determine where are you.

Emotional Change Curve

Strategies for Managing Change

STRESS MANAGEMENT

WORKPLACE PRODUCTIVITY:

Organize your work – prioritize your work activities; create to-do lists; write down important information.
Keep your focus – schedule blocks of time to work on projects or a collection of small jobs.
Get assistance – ask for help when you get stuck or if you feel overwhelmed.
Be proactive – ask for clarification; request feedback often; take responsibility for your own actions.

PHYSICAL ACTIVITY:

Set a baseline – assess your fitness level, set realistic goals, choose an appropriate fitness plan, and start slowly.
Incorporate activity into your daily routine – take the stairs; park farther away; take a walk during breaks.

LIFE BALANCE:

Eat well – fuel your body with nutritious foods; avoid alcohol, excessive caffeine, and mind-altering substances.
Find social and emotional support – avoid isolating yourself; find healthy and safe outlets for expressing your emotions; spend more time with family and friends.
Show appreciation – find ways to appreciate what you already have and show appreciation to others.

BUILDING RESILIENCE

RESILIENT MINDSET:

Accentuate the positive – express more appreciation and gratitude; reframe difficulties as opportunities; focus on what you have control over.
Eliminate the negative – minimize the stressors that you have no control over; stop focusing on the things that aren’t working well; complain less; stop trying to fix the things you have no control over.

RESILIENT COMMUNICATION:

Be proactive and positive – deal directly with the things that bother you; express yourself appropriately.
Demonstrate empathy – recognize that everyone, including you, has the right to their own opinions and feelings; put yourself in the other person’s shoes; respond to feelings first, and then content; show genuine curiosity and ask open-ended questions.

CONFLICT MANAGEMENT:

Think before you speak – understand the other person’s point of view first; focus on facts and observations; avoid making assumptions, interpretations, and judgmental statements.
Monitor your emotions – Use “I” statements; take a break from the conversation if emotions get hot.

How do you move through the change?

Individual change begins with understanding of how you move through change successfully. Whether at home, in the community or at work, individuals move through the change at different paces. The Prosci ADKAR® Model provides a framework for enabling individual to make a transition.

Prosci's ADKAR® Model is an acronym for awareness, desire, knowledge, ability and reinforcement®. In essence, an individual needs: Awareness of the need for change. Desire to participate in and support the change.

The individual perspective of change is critical to any change you undertake. Having an individual change process is critical to moving you through the change with success.

No matter how large of change you are taking on, the success of that change ultimately lies with you doing the right things that help you move forward.

ADKAR Stages of Change:

The three stages of change are the current state, transition state, and future state. The ADKAR® Model is a powerful framework that breaks down change into distinct elements that help you understand the process of change and how to manage it.

CURRENT STATE - To move out of the current state, an individual needs awareness of the need for change and a desire to participate in and support the change.

TRANSITION STATE - Successfully moving through the transition state requires knowledge on how to change and the ability to implement the required skills and behaviors.

FUTURE STATE - In the future state, individuals need ability and reinforcement to sustain the change.

The elements of the ADKAR® Model:

AWARENESS of the need for change – understanding the benefits, preventative maintenance, consequences, or risks
DESIRE to change – identifying your unique motivation to make personal decisions
KNOWLEDGE of how the change – learning how to change, and gain knowledge
ABILITY to apply the change – putting your knowledge into practice
REINFORCEMENT to sustain the change - remembering what makes change stick for you

You can use the ADKAR Model assessment to identify your barriers and gaps to change. Once you understand this and the root cause of your inability to change, you can develop a strategy for moving through the change.

Learn to adopt changes faster
Stay focused during disruptive change
Understand how to navigate change
Obtain tools to feel in control

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Additional coaching services you can consider:

Change Management PLAYBOOK

InterStrength - CORE Approach™, Interaction Style, Essential Motivators, & Cognitive Dynamics - Certified Practitioner

Career Transition Coaching

What Motivates

Me Assessment

I have more than 2 decades of facilitating transformational change, and received professional certification training where I learned Change Management, Consulting Skills, Instructional System Design Methodology, and Personality, Leadership, and Career Assessments, including Managing Conflict:

Founding member of the Association of Change Management Professionals (ACMP), Team lead for the ACMP Certification Governance and Standards.
Organizational Change Management Certification - Prosci ADKAR Methodology (Prosci)
Prosci Change Management and ADKAR Trainer (Prosci)
Change Management Certification (Colorado State University)
Organizational Change Management Consulting Certification (Kotter OCM Methodology)
Process Design & Implementation: Reengineering and Change Management Certification (Hammer and Company)
Performance Consulting Skills Certification (Friesen, Kaye & Assoc.)
Instructional Systems Design Methodology Certification (Friesen, Kaye & Assoc.)
California Psychological Inventory™ (CPI-260) Certification – Leadership Assessment
Myers Briggs Type Indicator (MBTI®) Certification - Personality Assessments
InterStrength - CORE Approach™, Interaction Style, Essential Motivators, & Cognitive Dynamics - Certified Practitioner
Mediation Training Institute - Certified Conflict Management Trainer - Certified Trainer
Mediation Training Institute - Certified Manager & Employee Mediation - Certified Trainer
HeartMath Institute - Certified Coach/Mentor Qualified to train HeartMath tools and techniques
HeartMath Institute - Certified Coach/Mentor/Trainer for Building Personal Resilience
HeartMath Institute - Certified Provider for Personal Well-Being Assessment
Thomas-Kilmann Conflict Mode Instrument™ (TKI™) Certification – Managing Conflict Assessment
Strong Interest Inventory (Strong™) Certification Individual Career Assessment
The CultureWork® - Motivators Assessment - Certified Coach
What Motivates Me - Trainer Certification