Apply the grief curve into your life

Apply the grief curve into your life


When a change is made, whether desired or not, you can :

  • Position yourself on the curve

The first step as a manager is to position yourself on the curve and to check that you have left the curve so that you are able to support your employees.

Next, position your employee or team on the curve, to identify where each person is. Assess the intensity of the emotional response, and the associated behaviour, and accept them. Listen to your employees without judgement.

Then follow the steps: inform, explain, encourage and value.

  • Explain, give meaning

Change serves to adapt to an evolution in the context of action, to anticipate it. This requires knowing "for what", but also "why" to change.

This stage formalises the representation of a desirable future. It gives the direction (meaning), but also the significance (meaning) of the change. It should enable everyone to share a sufficiently similar representation of the future to be able to build it together.

o What and why?

  • Why leave the current situation?
  • What are we trying to change, improve or avoid?
  • What is the usefulness and added value of this transformation?

o When and how?

  • What are the common challenges for all members of the organisation?
  • What are the modalities (process and timing)?
  • What are the achievable objectives?

o For what?

  • What is the clear picture of the future?
  • Why is this change desirable?

Accompany the change by engaging in it as a spiral of evolution, source of new opportunities.

  • Recognise and value

Valuing effort and small successes will motivate your staff to try again, a little harder. This recognition will be all the more meaningful if it is individualised. Put in place rituals which symbolically materialise the meaning of this process (e.g.: farewell party...).