As we discussed last week and will continue in our series on change, change is an inevitable force that shapes our lives, yet many of us struggle to adapt when it comes knocking at our door. Today, let's explore a powerful framework for understanding and navigating the tumultuous seas of change: the Kübler-Ross Change Curve.
In 1969, Swiss-American psychiatrist Dr. Elisabeth Kübler-Ross wrote about the “5 Stages of Death,” also known as the “5 Stages of Grief®,” “5 Stages of Loss®,” or simply “The 5 Stages.” She identified these stages as defense mechanisms or coping mechanisms to change, loss, and/or shock.
The stages were not meant to be described as linear, nor in a step-by-step manner. However, for the sake of written description, they have been laid out in the now-famous DABDA (Denial, Anger, Bargaining, Depression, Acceptance) manner, as it is a common path taken. Since the publication of “On Death & Dying”, the stages have been adapted into the “Kübler-Ross Change Curve®.”
The original five stages of grief have evolved over the years. There are numerous versions of the curve in existence. However, the majority of them are consistent in their use of the following basic emotions, which are often grouped into three distinct transitional stages.
Stage 1 – Shock and Denial
The first reaction to change is usually shock. This initial shock, while frequently short-lived, can result in a temporary slowdown and loss of productivity. Performance tends to dip sharply, and individuals who are normally clear and decisive seek more guidance and reassurance, sometimes missing agreed deadlines. The shock is often due to lack of information, fear of the unknown, or fear of making mistakes. After the initial shock has passed, it is common for individuals to experience denial. At this point, focus tends to remain in the past. There’s likely to be a feeling that everything was okay as it was, questioning the need for change. Common feelings include being comfortable with the status quo, feeling threatened, or fearing failure.
Individuals who have not previously experienced major change can be particularly affected by this first stage. It is common for people to convince themselves that the change isn’t actually going to happen or that it won’t affect them. Performance often returns to pre-dip levels experienced during the initial shock of the change. People may continue as they always have and may deny having received communication about the changes, making excuses to avoid taking part in forward planning. At this stage, communication is key. Reiterating the actual change, its effects, and providing reassurance can support individuals experiencing these feelings.
Neurologically, the shock and denial stage often trigger the activation of the amygdala, the brain's fear center. This leads to a surge in stress hormones such as cortisol, resulting in heightened alertness and a sense of disorientation. Additionally, the prefrontal cortex, responsible for rational decision-making, may temporarily shut down, impairing our ability to process information effectively. This combination of heightened fear response and reduced cognitive function can contribute to feelings of overwhelm and confusion.
Stage 2 – Anger/Frustration and Depression
After the feelings of shock and denial, anger often follows. A scapegoat, in the shape of an organization, group, or individual, is commonly found. Focusing blame on someone or something allows a continuation of denial by providing another focus for fears and anxieties. Common feelings include suspicion, skepticism, and frustration.
The lowest point of the curve comes when the anger begins to wear off and the realization that the change is genuine hits. It is common for morale to be low, and for self-doubt and anxiety levels to peak. Feelings during this stage can be hard to express, and depression is possible as the impact of what has been lost is acknowledged. This period can be associated with apathy, isolation, and remoteness.
At this point, performance is at its lowest. There is a tendency to fixate on small issues or problems, often to the detriment of day-to-day tasks. Individuals may continue to perform tasks in the same way as before, even if this is no longer appropriate behavior. People will be reassured by the knowledge that others are experiencing the same feelings.
Neurologically, as individuals progress into the anger/frustration and depression stage, the brain continues to experience significant changes. Chronic activation of the amygdala and prolonged exposure to stress hormones can lead to alterations in neurotransmitter levels, particularly serotonin, which plays a key role in regulating mood. Reduced serotonin levels have been linked to symptoms of depression, such as feelings of sadness, hopelessness, and irritability. Moreover, prolonged stress can impair neuroplasticity, the brain's ability to adapt and reorganize, further exacerbating feelings of frustration and emotional distress.
Stage 3 – Experiment, Decision, and Integration
After the darker emotions of the second stage, a more optimistic and enthusiastic mood can begin to emerge. Much like we see in the Tuckman’s Team Development Wheel, between Storming and Norming, a choice has to be made. I appreciate some of the newer models of the curve as they have added experiment and decision in stage 3 as change is accepted. Isn’t it true that as we accept change or grieve loss, we begin to dip our toe back into the water? We experiment with new situations, learning how to work within the new change, and making decisions.
In Brené Brown's book "Rising Strong," she beautifully captures the essence of navigating through the lowest points and choosing to rise again through what she terms "the rumble." Brown describes the rumble as the process of reckoning with our emotions, facing our stories, and ultimately choosing to rewrite our narratives in moments of vulnerability and adversity.
Individuals who accept that change is inevitable begin to work with the changes rather than against them. Now come thoughts of exciting new opportunities, relief that the change has been survived, and impatience for the change to be complete. The final steps involve integration. The focus is firmly on the future, and there is a sense that real progress can now be made. By the time people reach this stage, the changed situation has firmly replaced the original and becomes the new reality. The primary feelings now include acceptance, hope, and trust.
Neurologically, as individuals move towards the experiment, decision, and integration stage, neurological changes associated with resilience and adaptation begin to emerge. Positive changes in brain activity, including increased activation of the prefrontal cortex and the release of neurochemicals such as dopamine and oxytocin, promote a sense of optimism, motivation, and social connection. These neurobiological changes support cognitive flexibility, allowing individuals to explore new possibilities, make informed decisions, and integrate the change into their lives more effectively. Additionally, engagement in problem-solving activities and seeking social support can further enhance brain function and promote emotional well-being throughout this stage.
Conclusion
Understanding the emotional journey of change can help individuals and communities navigate transitions more effectively. By recognizing and addressing the various stages of grief, from shock and denial to acceptance and integration, we can foster resilience, promote collaboration, and ultimately thrive in times of change. With clear communication, empathy, and support, we can navigate the evolving landscape of change with confidence and optimism, both within our personal lives and within our organizations and communities.
I added the neurological parts above to highlight the complex interplay between our brains and our emotional responses to change. This is not easy stuff! And, we should be patient with ourselves and others as our brain chemistry literally have to change to adapt. By recognizing these neurobiological processes, individuals and communities can better navigate the challenges of change.