The Change Curve!24 May 2023 13:49
For those who have sold out, but who still stalk this board, imagine a share in the context of the change curve.
1/ You've sold out and are in a state of shock and denial about your loss.
2/ You still feel angry and resentful so rather than move on you dredge up the past, and keep posting, rather than buying into a new share and moving on (most previous holders are stuck on points 1 and 2)
3/ Most people then move to the acceptance stage, and in the case of shares purchase a different stock (but not Bruno and Starrs etc.)
4/ By this stage people accept change and commit to new shares. Bruno and Starrs i hope you will both find inner peace soon.
More info below:
Stage 1: Shock, Denial
When a change is first introduced, people's initial response may be shock or denial, as they react to the challenge to the status quo. This is stage 1 of the Change Curve.
Stage 2: Anger, Fear
Once the reality of the change starts to hit, people tend to react negatively and move to stage 2 of the Change Curve. They may fear the impact, feel angry, and actively resist or protest against the changes.
Some will wrongly fear the negative consequences of change. Others will correctly identify real threats to their positions.
As a result, the organization experiences disruption which, if not carefully managed, can quickly spiral into chaos.
For as long as people resist the change and remain at stage 2 of the Change Curve, the change will be unsuccessful – at least for the people who react in this way. This is a stressful and unpleasant stage. For everyone, it is much healthier to move to stage 3 of the Change Curve, where pessimism and resistance give way to some optimism and acceptance.
Tip:
It's easy just to think that people resist change out of sheer awkwardness and lack of vision. However, you need to recognize that change might affect some of them negatively in a very real way that you might not have foreseen. For example, people who have developed expertise in (or have earned a position of respect from) the old way of doing things can see their positions severely undermined by change.
Stage 3: Acceptance
At stage 3 of the Change Curve, people stop focusing on what they've lost. They start to let go, and accept the changes. They begin testing and exploring what the changes mean, and so learn the reality of what's good and not so good, and how they must adapt.
Stage 4: Commitment
By stage 4, they not only accept the changes but also start to embrace them: they rebuild their ways of working. Only when people get to this stage can the organization really start to reap the rewards of change.
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