Riding the Change Curve: How to Thrive Under Change | by Helen Portman

Like both death and taxes, change in the workplace is inevitable. Whether it’s starting a new job, a change of job responsibilities, a new manager or co-worker, or a change of policy or direction, change is something we all must deal with. Whilst change can be positive it can also be stressful and learning to manage change well is a skill. Although I can’t say I’m an expert on managing change, I’ve been through plenty of changes in various job roles over the last twenty five years so hopefully some of the tips I’ll give in this blog will help you manage or even better thrive during times of change. 

1) Understand the change curve.

The change curve describes the emotional stages people go through when faced with a change or transition. The curve can be used to consider both organisational and personal change and was developed by Dr. Elisabeth Kubler-Ross in her book “On Death and Dying”. Understanding the change curve can help you unravel not only how you’re feeling but also how colleagues are feeling as change takes place. 
The first stage is shock or denial- in this stage, you might want to bury your head in the sand and ignore the possibility of change. The best thing to do at this stage is to get as much information as possible. Try to ensure that you’re getting this information from a reputable source and not from colleagues passing on second or third-hand information. 

The second stage is anger or fear. You might feel angry or frustrated at the change and feel a need to resist the change. At this stage, there are a few things you can do. The first is just to stop and breathe, and the second is to try and explore the change and how it’s making you feel. What are you worried about? Do you think this change will cause a consequence no one has considered? Do you think it will cause an increase in your workload? Or are you resisting change because you just don’t like the idea of it? If you have genuine concerns, try to talk them out with a manager and consider what they might be able to put in place to help e.g. additional training. A good tip at this point is to try not to get sucked into negative talk about upcoming changes. Whilst no one likes the colleague who’s relentlessly and unrealistically positive, equally getting sucked into negative spirals isn’t going to do anyone any good!

The third stage is exploration or acceptance. At this stage you’ve accepted change is happening and start to feel able to explore what this is going to mean for you. This is a good point to take a moment to really think about how the change is impacting your role and how you can use it to make positive changes. Is there something about your work that you find tedious or dislike? Or something new you want to explore? Can you tie this to the change and start to craft your role to fit your skills and interests? Can you use this change as a jumping-off point for other changes that you want to see? 

The final stage is commitment. Once you’ve reached this stage you start to rebuild new, and hopefully better ways of working and you feel that the change has settled. However, don’t rest on your laurels! Don’t forget that you can move back in the change curve and whilst you may have reached.

2) Ignore the grapevine.

When change is coming rumours will inevitably be rife! Try to resist the urge to join and get your information from those in the know. It’s also worth considering that if your manager can’t give you any more information, they may not know themselves or they may not be able to share information at that point. Try not to dwell on rumours and wait to air any concerns until details are released officially. 

3) Reframe, reframe, reframe.

Change can be an opportunity. Try to consider what positive impacts the proposed changes could have for you. Is there an opportunity to access more training or to move to a role that can develop your skills further? Can you take on other responsibilities to develop a specialism and maybe drop some less interesting parts of your role? Can you take a moment to look at the processes you have in place and see where any of them can be speeded up or streamlined as part of this change? Change is an excellent stimulus for learning and growth both for an organisation and for you as an individual.  If nothing else, consider that managing change is a life skill, and being able to talk about how you’ve thrived during a change will be a big hit in your next job interview.

4) Find stability where you can.

I like change, but I know that I can only manage so much change at once! Routines play an important part in ensuring I have the mental bandwidth to enjoy change. Try to ensure you have a good routine in place for things outside work. A short walk at lunchtime, logging off at a consistent time, or making sure you get a reasonable night's sleep can all help support you during times of change. 

5) Remember- it’s a job not a life sentence! 

Finally, never forget that you always have the option to leave. Once you’ve given the change time to bed in if you’re not happy then consider looking for other opportunities. There are always new opportunities on the horizon, although, unfortunately, they will inevitably come with new changes as well!

Hopefully, you’ve found some of these tips helpful in getting the most out of change and as the late, great Terry Pratchett said  “What don’t change can’t learn” (Lords and Ladies) so try and take everything you can from change because change, like death and taxes, is inevitable.

Helen Portman is a Data Fellowship apprentice at Multiverse based in the Northwest of England and is writing for the apprentice lens. Here’s more about her:

'Hello! Or as we like to say in this part of Lancashire “ey up love”. Based in a beautiful but rather chilly part of Lancashire right on the Yorkshire border, I work in local government as a housing policy officer. At work, I’m passionate about coffee, decent gluten-free  biscuits and the impact of housing on individuals, families, and communities. Outside of work, you’ll generally find me running in the local hills, hanging from an aerial hoop, playing DnD with a group of friends, or attempting DIY on a house that has not a single straight edge or right angle! I hope to inspire fellow data and number sceptics to develop a love of data and to share my passion for housing with as many fellow students as possible.'