Understanding and Managing Change

The first stage begins either when we learn that a change is going to happen or, as we get close to a new beginning, such as starting university or a new job. People respond in a variety of ways when they learn about an impending change:

• Anxiety: Some individuals feel uncertain and anxious about what the future holds. This anxiety stems from a fear of the unknown and potential disruption to familiar routines.
• Happiness/Excitement: Once the initial shock subsides, people may feel a sense of happiness and excitement about the new opportunities that change can bring.
• Denial: Some people protect themselves by refusing to acknowledge the change, or that they are impacted by the change. This coping mechanism can temporarily shield them from the emotional impact but hinders progress.
• Grief: Change can create a sense of loss, often called ambiguous grief. Every new beginning also signals an ending, which can create feelings of loss.

There is no right way to respond to change. Where some people will feel only one or two of the above responses, others may experience all of them. However, if these feelings are impacting your daily life, we encourage you to access resources or additional support. We have provided a list of resources below.

This stage occurs once we have started experiencing the realities and impacts of the change. There are moments during most types of change (even changes we want and are excited about) where adapting becomes more stressful or difficult than we expected. This stage can be uncomfortable, frustrating, and even distressing. It can cause us to doubt ourselves and our capabilities. During this stage, our threat response (flight, fight, freeze) is often triggered. Common experiences during this phase are:

• Fear:Concerns about one's ability to cope with new challenges and the potential for failure can dominate thoughts and emotions.
• Threatened: Sometimes, what is needed to adapt to a change can feel like it threatens some part of who we are. We might worry about losing face, failing, feeling less safe, or that something important to us is at risk. 
• Guilt: When change impacts others or demands a lot of our time and effort, we might experience guilt. We may feel responsible for causing distress or disruption to colleagues, friends, or family members.
• Anger: Anger is a normal part of the threat response and can make us argumentative, irritable, or even lash-out at others.
• Grief: Sense of loss can occur in this stage instead of Stage 1, or it can occur throughout both stages.
• Self Doubt: We can lose confidence in ourselves and our ability to navigate the change; we can even end up questioning our decisions and choices.

In the picture of John Fisher's Personal Transition Curve, this stage is the bottom or lowest point on the curve. During small changes, we may move through this stage quickly. With larger, more demanding changes, we may spend a more time here. This stage is the most dangerous stage because it is when people begin often question whether they can succeed and are at risk of giving up. Common experiences during this stage are:

• Being overwhelmed: When we’re overwhelmed, we feel like we don’t have enough inner resources to successfully navigate the situation.
• Sadness: A deep sense of sadness can set in as individuals mourn the loss of the old way of life. This stage is characterized by a lack of energy and motivation, making it challenging to move forward.
• Disillusionment: Feeling that the anticipated benefits are not materializing, or not in the way expected or wanted. This can lead to frustration and a sense of betrayal.
• Hostility: Anger and hostility may emerge as individuals direct their frustration towards those perceived to be responsible for the change. This stage can strain relationships and create additional conflicts.
• Imposterism: Feeling like a fake or like you don’t belong in a certain social context or have what it takes to succeed. (See our previous article on imposter syndrome).
• Feel like/Thinking About Giving up: It is common during this phase for people to wonder if they have what it takes to make it through, and may entertaining giving up, leaving, or changing to something more manageable.

As mentioned above, some people move through this stage easily and quickly while others find it more difficult. It is also important to know the difference between being uncomfortable (the challenge necessary for personal growth) and being distressed or in crisis (indicating something is harming us). If you are not sure, accessing support through coaching or counselling might help.

In stage 4, we have started to come terms with the new situation. We have found some strategies or resources needed to navigate and cope with the change. We start to feel like we can get through this.

• Learning & Insights: We begin to develop our skills and access the resources needed to navigate the change. We may also gain insights into ourselves and how our traits, approach, mindset, etc. might be helping or hindering us as we deal with the change.
• Gradual Acceptance: We begin to accept the reality of the change. Acceptance marks a turning point where we start to let go of the past and look towards the future.
• Finding Strategies that Work: We develop strategies, routines, and coping mechanisms that help us to be successful and healthy in the new environment.

In stage 5, the change has become our new normal. We have adapted to the new circumstances, developed new skills, embraced the change, and are moving forward with renewed energy and purpose.