Cristin Heyns-Bousliman, Esq., THRP
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By Cristin Heyns-Bousliman, Esq., THRP | REDW Advisors & CPAs
Change management is an essential process for ensuring that a business can adapt to new challenges and seize new opportunities.
Much as individuals seem to go through a series of emotions and behaviors following a personal loss, organizations and their members often experience a set of similar stages in response to significant change, such as mergers and acquisitions, periods of rapid growth, rebranding and senior leadership transitions.
Elisabeth Kübler-Ross introduced the concept of identifiable stages of grief in her book, “On Grief and Grieving: Finding the Meaning of Grief Through the Five Stages of Loss.”
Stage 1: Manic excitement (vs. denial)
Manic excitement is often the initial reaction to change. This stage can be compared to the denial phase of grief, where the reality of loss is hard to accept. In a business context, this excitement is not about refusing to accept change, but about having an overly optimistic and sometimes unrealistic expectation of how the change will play out.
Flashy rollouts that are supposed to stoke excitement instead often breed a sense of dread. Just as an individual might deny the impact of a loss, an organization might either overlook the challenges that accompany the transformation or incorrectly assume that branded swag will overcome them. Such excitement, however, can serve as an important motivator and build the momentum needed for change.
Stage 2: Genuine confusion (vs. anger)
The transition to genuine confusion aligns with the anger stage of grief, as the initial excitement gives way to a realization that change is complex and far-reaching. Employees may struggle to understand new processes or strategies and feel overwhelmed by the pace or direction of change.
This may lead to frustration and even resistance, much as an individual might express anger in grief. It is during this phase that clear communication and support from leadership are crucial to guide team members through uncertainty.
Stage 3: Bargaining
Bargaining is present both in grief and in change management. It is a natural reflex to try to regain control or return to the familiar. In an organizational framework, bargaining might manifest as negotiations between management and employees regarding the implementation or pacing of change. Individuals may seek compromises or promises to retain aspects of the previous status quo.
This stage can be both constructive and obstructive, as it can help identify the most significant pain points but also potentially impede progress if not managed effectively.
Stage 4: Willful confusion (vs. depression)
Willful confusion can be likened to the depression stage of grief. It represents a deeper level of resistance where individuals are aware of the change but choose to selectively ignore or actively undermine it.
This emotional turmoil might cause a dip in productivity and morale, like the feelings of sadness and hopelessness observed in the grieving process. This is the stage where empathetic leadership and targeted interventions are necessary to prevent change initiatives from stalling or failing.
Stage 5: Acceptance
Finally, acceptance signifies a turning point in both the stages of grief and change. It means moving past emotional upheaval and embracing the new reality. In business transformation, acceptance is marked by individuals and teams adapting their work processes and behaviors to align with the new direction. It is a constructive phase, informed by lessons learned through the preceding stages, and signals the formation of a new norm.
Change, like grief, is an inescapable part of life and business; the difference in outcomes often lies in how organizations manage the journey.
Editor’s note: Attorney Cristin Heyns-Bousliman, Esq., THRP is a principal and practice group leader in REDW Advisors & CPAs’ Human Resources Consulting group. Please send your comments to AzOpinions@iniusa.org. We are committed to publishing a wide variety of reader opinions, as long as they meet our Civility Guidelines.
