Emotional Responses
Head of Support Department, Pre '92 University.
Hair & Beauty Therapy Tutor, FE College, on implementation of a VLE
In a transition there are emotional responses to the losses that people experience because of the changes. This is normal but often these responses are taken by others as signs that the change is being resisted. Those leading change need to recognise these emotions in others and themselves, and develop ways to manage their own emotions and assist others to manage theirs. Unmanaged, these responses may undermine the changes and have personal consequences.
This process has been likened, psychologically, to the grieving process.
Head of Support Department, Pre '92 University.
Everyone deals with such major changes in their own way but we can identify a number of stages that staff might go through.
- Shock and Denial
- Distrust
- Anger and Guilt
- Depression, Anxiety and Stress
- Regret
For a discussion of each of the stages together with some typical views from those who have experienced such a process follow the link to Emotional Responses to Change and Transition. Each of the stages in the process needs to be recognised and responded to accordingly. For example, it's no good expecting grudging acceptance when staff are still in shock. You are more likely to get anger and no argument, no matter how reasonable to you, is likely to win staff around.
For those, managing the change, the challenge is to get staff through from shock to grudging acceptance in as fast a time as possible whilst minimising stress and limiting the effect on other areas of the organisation.
