Managing organisational change is tough. Not because people don’t care, but because we often forget that everyone responds to change in their own way. Emotions run high during times of uncertainty, and how we feel about change can have more impact than any process or plan. This article will help you raise your awareness of the emotional side of change and introduce a simple tool to support you in navigating it more effectively.
I’ve always loved change. When a restructure was announced, I’d be the one jumping up and down shouting, “Yes, at last!” and “How exciting!” I thrived on the thought of something new – new opportunities, fresh challenges.
But I couldn’t understand why others dragged their feet, or saw endless problems. The people playing “devil’s advocate” used to drive me mad. I’d roll my eyes and think, “Here we go again.”
The transition curve
Then, I discovered the John Fisher Transition Curve. And wow… it hit me. There I was, bouncing up and down with excitement, while others felt fearful, anxious, and sometimes even hostile. Suddenly, I understood – we all experience change differently, for different reasons.
This revelation made me think back to my DISC profile. As a high D, I was all about action – completely red, with just a sliver of green (S). In stressful situations, that green (S) would pop up, but my focus was always on the big picture, the end goal.
And now I get it. I understand why I was often told I was moving too fast for others. Why I get frustrated when people want to slow down and focus on the details. I was laser-focused on achieving goals, while others needed time to process the change.
Looking back, I wish I had understood this sooner. Tools like DISC, the Transition Curve, and training in change management would have helped me better navigate those moments and communicate more effectively with those who felt differently.
Does this resonate with you? If you’ve ever struggled with managing change – whether you’re leading it or going through it – understanding how different people respond can make all the difference.
Check out the Transition Curve, and let’s have a conversation. I can help you assess your DISC profile, which will give you the insights you need to manage change more effectively, both for yourself and your team.
Let’s have a conversation
If you are interested in finding out how DISC profiling can help you and your team then book a call with me.
