John Fisher - The Personal Transition Curve is an analysis of how individuals deal with change and is an extremely useful reference for individuals dealing with personal change

1. ‘The Process of Transition’
John Fisher, 2012

2. Executive Summary
The Personal Transition Curve is an
analysis of how individuals deal with
change and is an extremely useful
reference for individuals dealing with
personal change
© John Fisher Personal Transition Curve concept and content 2000-13; Fisher & Savage Personal
Construct Psychology article 1999

3. The Process of Transition Diagram

4. Anxiety
Unsure how to adequately construe acting in the new work and social situations.

5. Happiness
The awareness that ones viewpoint is recognised and shared by others.

6. Fear
People will need to act in a different manner and this will have an impact on both their self-
perception and on how others externally see them.

7. Threat
They are unsure as to how they will be able to act/react in what is, potentially, a totally new
and alien environment – one where the “old rules” no longer apply and there are no “new”
ones established as yet.

8. Guilt
Recognition of the inappropriateness of their previous actions.

9. Depression
This phase is characterised by a general lack of motivation and confusion. Individuals are
uncertain as to what the future holds and how they can fit into the future “world”.

10. Gradual Acceptance
In this phase the individual is starting to make sense of the new environment and beginning to
alter their construct system to take on board the new situation and their experience of it.

11. Moving Forward
Individuals are comfortable with the new environment. They have created a new,
comfortable sense of self and are “happy” in their world.

12. Transition Curve Junction no. 1- Denial
•This stage is defined by a lack of acceptance of any change and denies that there will be any
impact on the individual. People act as if the change has not happened, using old practices
and processes and ignoring evidence contrary to their belief systems.

13. Transition Curve Junction no. 2- Disillusionment
Awareness that your values and beliefs are incompatible with those of the organisation.
This is where the person believes that the change required is against their best interests.
Their best, and potentially, only response is to leave the organisation.

14. Transition Curve Junction no. 3- Hostility
The problem here is that individual’s continue to operate processes that have repeatedly
failed to achieve a successful outcome and are no longer part of the new process or are
surplus to the new way of working.