The MTL Professional Development Programme is a collection of 202 PowerPoint presentations that will provide you with step-by-step summaries of a key management or personal development skill. This presentation is on "The Process of Change" and will show you how to cope with the uncertainties of major change.

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MTL: The Professional Development Programme
The Process of Change
THE PROCESS OF
CHANGE
The change journey
MTL: The Professional Development Programme

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MTL: The Professional Development Programme
The Process of Change
Attribution: All images are from sources where a Creative Commons license exists for commercial use. All icons are on subscription
from thenounproject. All clipart is from free sources. The MTL Professional Development Programme is copyright of Manage Train
Learn.
The Process of
Change
Introduction: Elizabeth Kubler-Ross was a Swiss physician who is regarded as the
founder of the modern hospice movement. Her caring for terminally ill people
allowed her to study in detail the emotional phases that people go through when
faced with death. This became a template for people facing other major life changes
and is often referred to as the Grief Cycle.

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MTL: The Professional Development Programme
The Process of Change
https://www.flickr.com/photos/eu_echo/6793139574/
Instigating major change can feel like an earthquake
1. OVERTURN
THE STATUS
QUO
Kubler-Ross's model was initially designed to
explain the pain of loss experienced by people
who were told they were going to die. The same
feeling of loss can be experienced by people
facing divorce, redundancy, and retirement. In all
cases, people sense the overturning of everything
they've invested in. It's as if the ground is moving
beneath their feet.

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MTL: The Professional Development Programme
The Process of Change
2. CHANGE AS
UNWELCOME
THREAT
https://www.flickr.com/photos/stefanedberg62/15576497393/
Change can often seem like a threat to everything familiar
When change is seen as a threat, we react as we
would react to any threat: we run away from it or
fight it. Running away is characterised by ignoring
the change, denying it or pretending it isn't
happening. Fighting is characterised by
resistance, dragging your feet, or building
opposition by recruiting allies to your cause.
Either way, at the second stage, change is
resisted.

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MTL: The Professional Development Programme
The Process of Change
Some people pretend change isn’t happening
3. STAGE 3:
DENIAL
https://www.flickr.com/photos/12023825@N04/2898021822/
The first half of the change process is a downward
curve in which there is a mixture of emotions
including shock, disorientation, turmoil, and guilt.
For many people, this phase is characterised by
denying that the change is going to happen. They
simply cannot believe it.

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MTL: The Professional Development Programme
The Process of Change
4.
AWARENESS
https://www.flickr.com/photos/michael_struts/13845572434/
In time, people see the advantages in beneficial change
If the change does not go away, people reach the
halfway point in the process and are forced into a
decision: to continue with the denial or to face up
to facts. It is at this stage that people come to
terms with the need to let go of the attachments
of the past. In a job, these attachments can
include features that we previously valued highly
such as security, status, skills, and power.

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MTL: The Professional Development Programme
The Process of Change
For acceptance, show people how they gain from change
5.
ACCEPTANCE
https://pixabay.com/en/gesture-thumbs-up-good-fingers-772977/
Acceptance of the new situation is the turning
point in the cycle. It often comes about because
we exhaust all our fight-flight options and find
the change is still there. Instead of a resounding
"No", we are now prepared to consider a
reluctant "Maybe".

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The Process of Change
6.
EXPLORATION
https://unsplash.com/search/photos/explore?photo=ZSrgSSGJiQs
Explore your new situation until you know it well
The cycle now moves upwards as we start to
explore the new order of things. Karl Weick says
that, when faced with any change, we have the
choice to explore like bees or explore like flies.
Bees like quick solutions. When placed in a jar,
they head in only one direction: towards the light
at the bottom of the jar. Flies, on the other hand,
are great explorers. When they are placed in a jar,
they will dive frantically around every part of it
until they find a way out. Depending on your
willingness to explore your change, you'll be
either a bee or a fly.

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MTL: The Professional Development Programme
The Process of Change
https://unsplash.com/search/photos/tourist?photo=C6xuCzQEFB4
In the first stage of change, you can feel like a tourist
7. INTEGRATION
AND RE-
FREEZING
Thomas McKee says that moving through the
process of change is like moving to a new country.
At first you're like a tourist seeing only the good
points around you. This quickly changes when the
newness of everything hits you. You then feel like
a foreigner in a strange land. As you progress,
though, you start to make new friends and build
the skills you need to cope. In time, you
eventually fit in and are accepted as "one of the
locals". The process is complete. You're back
home.

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The Process of Change
This has been a Slide Topic from Manage Train Learn
AFinal
Word
The Kubler-Ross change cycle can be applied to many of the natural changes we go through in our
lives: birth; puberty; adulthood; old age; and death. In all these transitions, we move from one
identity to another, like caterpillars becoming butterflies. Despite the emotions we often feel,
there is never anything inherently bad about any of these changes unless we choose to make it so.
For such is the nature of life.