Lesson: The Change Curve

Understanding the Emotional Journey Through Change

1. What Is the Change Curve?

The Change Curve is a psychological model that describes the emotional stages people typically experience in response to significant change. Originally based on Elisabeth Kübler-Ross’s grief model, it has been widely adapted for workplaces and leadership contexts.

It helps leaders:

• Predict and understand team reactions

• Support individuals at each stage

• Lead with empathy and realism

• Keep people moving forward rather than getting stuck

Change isn’t just strategic—it’s emotional. The Change Curve maps that emotional terrain.

 

2. The Four Key Stages of the Change Curve

Stage 1: Shock & Denial

• Emotions: Surprise, disbelief, avoidance

• Behavior: “This won’t really happen.” “We’ve seen this before.”

• Leadership Actions:

  • Be visible and reassuring

  • Clearly explain what’s changing and why

  • Provide information and space for people to process

Stage 2: Frustration & Resistance

• Emotions: Anger, fear, anxiety, blame

• Behavior: Complaints, disengagement, pushback

• Leadership Actions:

  • Listen with empathy—don’t rush people past this stage

  • Acknowledge the emotional impact

  • Involve people in shaping the way forward

Tip: Avoid dismissing concerns—even if the resistance feels irrational. It’s real to them.

 

Stage 3: Exploration & Acceptance

• Emotions: Curiosity, cautious optimism, openness

• Behavior: “Maybe this could work.” “What does this mean for me?”

• Leadership Actions:

  • Provide training, tools, and support

  • Encourage experimentation and small wins

  • Keep communication flowing—celebrate early progress

Stage 4: Commitment & Integration

• Emotions: Confidence, engagement, renewed energy

• Behavior: People take ownership of the new reality

• Leadership Actions:

  • Reinforce the benefits of the change

  • Recognize efforts and successes

  • Embed the change in team habits and culture

Change becomes the “new normal.” People are no longer adapting—they are contributing.

 

3. Notes on the Curve

• The curve is not always linear—people may jump between stages or get stuck

• Individuals move through the stages at different speeds

• Leaders often reach acceptance before their teams—remember to meet people where they are

4. How Leaders Use the Change Curve

Effective leaders:

• Use the curve to anticipate emotional reactions

• Tailor communication and support to each stage

• Stay patient and consistent, even when progress is uneven

• Use empathy as a strategic tool, not just a soft skill

Ask yourself: “Where is my team on the curve? What do they need from me right now?”

 

5. Summary

The Change Curve is a simple but powerful model that gives leaders insight into the emotional stages of transition. By recognizing and responding to where people are on the curve, leaders can reduce resistance, build trust, and help teams adapt more successfully.