Isaac Asimov was an American professor of biochemistry at Boston University. But he was most well known as a one of the most prolific writers of science fiction and popular science books. He was also famous for a quote.
The only constant is change.
Yet despite our understanding that change will always be a constant in our lives in some way, shape or form, why is it do difficult for most of us to understand, manage, or embrace change?
Accepting change is not easy. It often goes through phases and take times. The K?bler-Ross model, commonly known as the five stages of grief, was first introduced by Elisabeth K?bler-Ross in her 1969 book, On Death and Dying. Understanding this model can help one cope with change.
- Denial (this isn't happening to me!)
- Anger (why is this happening to me?)
- Bargaining (I promise I'll be a better person if...)
- Depression (I don't care anymore)
- Acceptance (I'm ready for whatever comes)
The giraffe video explains the steps of the Kubler-Ross model in a lighthearted manner. It's important to note that not everyone goes through every step in exactly the same order, nor always experience all of the stages.
The Kubler-Ross model is often associated with grief, tragic loss, or illness. But many believe it could be applied to change and change management within an organization? It could obviously applied when someone loses their job but what about some other scenarios within an organization like a boss or mentor leaving or being laid off, other people around you losing their jobs, the ending of a major project, or a change in upper management?
change thumbnail: David Reece
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