- This topic has 7 replies, 9 voices, and was last updated 2 months, 1 week ago by Patrícia Pires.
October 7, 2020 at 12:42 pm #12869Change Consult LtdKeymaster
For you own individual reflection consider the next two questions:
Q1. For a change you are familiar with, how well (if at all) is the Change Curve and Transitions Model used to support an individual through a major change?
Q2. What specific examples can you think of where either (or both) model(s) were used, and what were the results?
April 29, 2022 at 2:14 pm #14772Lesley MurphyParticipant
Q1. Both models provide a clear framework for helping individuals deal with change since the models can be customised to an individual and their preferences/ character. In this way, the models can adapt to different needs and bring individuals to a place of productivity when they are ready.
Q2. Transformation of work processes in a national utility client. Both models are well represented by the ADKAR activities.
April 30, 2022 at 8:50 am #14773Aneta RyńParticipant
1. Change Curve and Transitions Model support individuals properly as they help to go through transition via detailed planning. Once clear planning has been provided and clear communication established, personal concerns are overcome.
2. Reorganization – structural changes in companies. Providing new positions mapping in a clear way and explaining differences between old and new.
May 6, 2022 at 10:36 am #14777Dionne GrantParticipant
1. The Change Curve and Transitions model has helped support individuals in our organisation by clearly explaining the new changes. providing support whilst they adjust to the new change and providing praise where necessary.
2. Transition onto a new system within the organisation, that will effect all members of staff. We are still in the process of the transition but we have had positive feedback so far.
May 26, 2022 at 8:18 am #14780Lena DankbarParticipant
Q1: The Change Curve and Transitions Model helped Managers to understand the different stages the affected stakeholders had to go through. They were able to support during these different stages with open communication of what is going to change and give reasons, set new goals and provide trainings to enable them to work in the new way.
Q2: After an acquisition, we had to integrate a new branch into our company. Work processes had to be restructured and roles changed. We were able to support the people affected in different states according to their needs, so that all processes worked smoothly in the end.
August 2, 2022 at 11:39 am #14824Michael GillParticipant
1: The Change Curve was more useful in assessing an individual’s reaction to the change. The Transition Model was more useful for planning and executing the change management activities. Hence, we used the Transition Model up front and then used the Change Curve to assess how people were dealing with the change.
2: We used them on a major ERP project where the back office functions were being centralised to a low-cost country processing facility. We knew that this would mean major chnages for some and even some redundancies. Using the Transition Model set us up to lessen the fear of the change that was present at the start of the project. We got people to assess themselves on the Kubler-Ross curve and assisted them throught the Neutral Zone, based on the feedback. We found that painting a picture of the future was a key element of the New Beginnings and work well for us.
August 9, 2022 at 8:08 am #14872KIM YAN CHENParticipant
Q1: Both Change Curve and Transition Model can help to support an individual for passing through a major change in different circumstances.
Q2. One typical example would be replacement of a new ERP platform of old legacy system. Under Change Curve, users would encounter shock, denial, anger/blame, bargaining & self blame at the early stages as they are all comfortable of using existing legacy system for processing. After they get support, training and communication of the new system, they will start to reach acceptance and problem solving stages. Under Transition Model, at Ending stage user will receive the information of system change and therefore they will have emotional feelings and responses in netural zone stage. They will finally recognize the reality in the stage of New Beginnings under that model.
September 21, 2022 at 12:37 pm #14968Patrícia PiresParticipant
Q1: Both models should be taken into account whenever a change, be it big or small, is implemented in an oganization. I tend to relate to the answer from the participant Michael Gill: the Change Curve may be more useful in assessing an individual’s reaction to the change while the Transition Model may be more useful for planning and executing the change management activities.
Q2: Unfortunately, the company I work for went through a major “uplift” (aka transformation) that started a year ago and up to this day the remaining employees are still somewhere lost in the depresseion and confusion state. Everything from start to finish was not well communicated and little support was provided to the employees. If only these models were taken into consideration, I strongly believe the impact wouldn’t have been as big as it was.
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