Change, a part of everyday work and a task levied at HR, Learning and Development and Talent professionals - provide guidance for leaders.
John Fisher’s Change Curve provides a helpful framework for understanding how individuals respond to change—and how you can help your leaders guide their teams through it.
By supporting your leaders in recognising and addressing the emotional and behavioural responses to change, you can foster resilience and engagement across the organisation.
Understanding the Stages of Change
Fisher’s model identifies several stages people often experience when faced with change, from shock to acceptance and, ultimately, the establishment of new behaviours. Let’s take a closer look at these stages.
1. Shock
When change is announced, people often feel disoriented or overwhelmed. Leaders need to recognise that this initial response is natural and focus on reassuring their teams.
How You Can Support Your Leaders:
Equip them with communication strategies to dispel rumours and provide clarity.
Encourage empathy and compassion, helping leaders allow space for emotional responses.
Provide access to wellbeing resources such as Employee Assistance Programmes (EAPs) and Mental Health First Aiders.
2. Denial/False Hope
During this stage, individuals may downplay the change or convince themselves it won’t happen. Leaders may see temporary boosts in productivity as people seek to protect their status quo.
How You Can Support Your Leaders:
Encourage open, honest communication about the realities of the change.
Help leaders normalise emotions and draw on past successful transitions to build confidence.
Provide tools and training to facilitate reflective conversations with their teams.
3. Frustration
This can be one of the most challenging stages for organisations, as frustration and anger may emerge. Without careful management, disengagement or attrition—especially among top performers—can occur.
How You Can Support Your Leaders:
Train leaders to create psychologically safe spaces for their teams to express emotions constructively.
Help them remain transparent and consistent about the change process.
Provide coaching to help leaders manage their own emotional responses, setting a positive example for their teams.
4. Letting Go
At this stage, individuals begin to accept the change and prepare to move forward, though they may experience mixed emotions.
How You Can Support Your Leaders:
Guide them in reframing negative self-talk within their teams and focusing on opportunities.
Help leaders craft and communicate a compelling vision of the future.
Encourage leaders to celebrate contributions and strengths that have helped the organisation reach this point.
5. Experiment
This is where new ways of working begin to take shape. Leaders play a critical role in encouraging experimentation and learning.
How You Can Support Your Leaders:
Equip them to recognise and celebrate small wins within their teams.
Provide coaching tools to help leaders empower their teams to try new approaches and embrace setbacks as part of learning.
Foster collaboration by identifying strengths within teams and leveraging them to achieve shared goals.
6. New Models
As new norms are established, people begin to see the benefits of the change. Leaders can now focus on embedding the new ways of working.
How You Can Support Your Leaders:
Help them gather feedback and empower their teams to refine processes.
Encourage leaders to foster innovation and continuous improvement within the new model.
Guide them in connecting individual contributions to the organisation’s goals, reinforcing a sense of purpose.
7. New Behaviours
The change is now embedded, and new behaviours become second nature. Leaders can use this opportunity to reflect on the journey and build momentum for the future.
How You Can Support Your Leaders:
Facilitate conversations to reflect on lessons learned and celebrate successes.
Support leaders in identifying future opportunities for growth and improvement.
Provide coaching to sustain resilience and foster a culture of continuous development.
Why This Matters for HR, Talent, and L&D Professionals
Your leaders are key to helping their teams navigate change. By equipping them with the right tools and support, you ensure that transitions are managed effectively, minimising disruption and building long-term organisational resilience.
Partner With UsAt The Leadership Coaches, we work with HR, Talent, and Learning & Development professionals to equip leaders with the skills and confidence to lead through change. Our executive coaching and team coaching solutions empower your people to thrive, even in uncertain times.
Get in TouchContact us on 03450 950 480 or complete our contact form, and a member of our team will get in touch to discuss how we can support your organisation.
