The 5 Stages of Change

People generally walk through 5 stages of change.  This adapted from Christine Corelli:


We don’t like change.  We are happy with the way things are.  When you hit this stage, people will criticize, complain, withdraw and become unsupportive of others.  There may be loud vocal protests or quiet subtle resistance.  People will simply do “what they have to do” to keep their job, but they won’t do more than is required.


People will be concerned about their role in the change, and they will doubt whether they can contribute or do what is being asked of them.  Some will express a lot of negativity because they want things to go back to the way they were.  Others will ask, “What’s in it for me?” or “Why should this matter to me?”.  People won’t see the need as quickly as the leader sees it.


As people move from resistance to assimilation, they begin to “try”.  They open up, they don’t complain as much, they begin to adjust.  This doesn’t happen overnight.  Change takes time and often we try to move too quickly.  People are in process.


Integration occurs when people have begun to accept the change.  The resistance is gone. Confidence is building and adjustments have taken place.  People begin to see the value and the purpose, and they have actually become advocates of this change.


Once people reach this stage, you will see less stress and people will be much more supportive. They feel that they have conquered a new challenge and this empowers people and increases their self-esteem.



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