We are constantly faced with changes that we must make to allow the continuing growth of our organisation, but, what happens when these processes occur in a company where many individuals have different thoughts facing the very common resistance to change?

To solve this problem, we will contextualise about the management of change, how to give adequate management and what are the stages when facing a new project.

The first objective of any change process is to make people aware of the need for change itself, to create spaces for open communication where they can resolve and clarify doubts and concerns, to speak and nurture such spaces based on experience to generate credibility and acceptance.

There are two factors that we must consider to allow for the appropriate management of change:

Any change is progressive and goes through successive phases.

Each of these phases go hand in hand with a predominant mood which distinguishes it from others.

Phases of the process of change:


Phase 1: Phase of Grieving

Related emotion: Concern

In this has not been publicly talked about, but already rumours and general speculation start to create worry on the part of the employees with respect to what the changes will mean for them.

This phase can be very short or be entirely avoided depending on the management handing of the situation.

Phase 2: The Shock

Related emotion: Fear

The fear; fear of the unknown, the new, the ups and downs that this can generate and the new challenges to come. It is important that in this phase the information is given collectively to allow the resolution of concerns and tribulations of the participants.

Phase 3: The Resistance

Linked emotion: Anger and Irritation

After overcoming the initial shock, true resistance to change begins to emerge. And it is at this very moment where employees seek to gain confidence by clinging to old practices and not new ones, their security is anchored in the past. Irritation grows and energy too but not towards the desired goal. To diminish the characteristic emotions of this phase, it is important to set an example to the people or departments where the change is being taken in the right way and explain the befits of the proposed change.