Stage

Overwhelmed by the change

Thinking about the change

Planning for the change

Implementing the change

Sustaining the change

See

  • Reluctance to engage
  • Defiance about the change that’s coming or is under way
  • Anger or frustration
  • Apathy or disengagement
  • Limited engagement
  • Fragmented attempts at relating to parts or some aspects of the change
  • Initial attempts to implement components of the change
  • Creation of initial plans for change
  • Efforts to organize in support of the change (e.g., planning meetings, committees, etc.)
  • Emerging champion(s) for the change
  • Meetings with stakeholders
  • Reorganized, dedicated work in support of the change
  • Structured, intentional engagement with all aspects of the change
  • Ownership of change by all stakeholders
  • Sustainable policies that support and sustain the change
  • Established or enhanced organizational structures that support and sustain the change
  • Allocated resources (financial and personnel) that support the change

Hear

  • Confusion
  • Uncertainty
  • Fear
  • Misinformation
  • Rationalization about why things should stay the same — that change is not needed
  • Expressions of feeling overwhelmed
  • Denial
  • Questions to better understand and gather information about the change
  • Discussion about the change that’s coming or is under way
  • Uncertainty about what the change really means for the future
  • Uncertainty about what comes next
  • Open dialogue or discussions about the change — who, what, when, where, why, how, pros, and cons — and what the future looks like post-change
  • More consistency and cohesiveness in how the change is talked about
  • Champion(s) advocating for the change
  • Emerging common terms and language
  • Champion(s) for the change offering to take on leadership roles
  • Publicly articulated next steps to implement change
  • Commitment to plan(s) for change
  • Prioritization of actions and steps that will support the change
  • Reflection on the change process
  • Discussion of how to improve and learn from the change process
  • Comments indicating a mindset of continuous growth and improvement
  • Offers to mentor others still in the change process