Understanding the Change Cycle and How to Cope

We live in a world where change is constant, complex, and often disruptive. From technological advancements and shifting markets to personal transitions and organizational restructures, change is no longer something that happens occasionally—it’s the new normal!

For leaders and professionals alike, this fast-paced environment can feel overwhelming. One moment you're confidently steering the ship, and the next you're navigating unfamiliar waters. Understanding how change affects us—and how to support ourselves and others through it—is crucial for resilience, adaptability, and long-term success.

The Human Side of Change

Despite our best efforts to stay on top of things, change often triggers an emotional response. Even when the change is positive—like a promotion, a new role, or an exciting opportunity—it can still feel destabilising. Why? Because change challenges our sense of identity, control, and predictability.

Leaders are not immune to this. In fact, they often carry the dual weight of managing their own emotions while guiding others through theirs. That’s where understanding the Change Cycle becomes powerful.

The Change Cycle Model

One widely used model that helps explain our emotional response to change is adapted from the Kübler-Ross Grief Cycle, often illustrated as a curve. Originally developed to describe the stages of grief, it has since been applied more broadly to transitions and organizational change.

The stages are:

1. Shock – The initial reaction. "I can't believe this is happening."

2. Denial – A refusal to accept the change. "This won’t affect me" or "It’ll blow over."

3. Frustration/Anger – Emotions surface. "Why is this happening?" or "This is unfair."

4. Depression/Despair – Motivation dips. "What’s the point?" or "I feel stuck."

5. Experimentation – Small steps toward engaging with the change. "Maybe I could try..."

6. Decision – Choosing to adapt. "I can make this work."

7. Integration – Full acceptance. "This change is now part of who I am."

This model isn't strictly linear as people move back and forth between stages. Sometimes even getting themselves into a loop. But recognizing where you or others are in the cycle helps normalize the experience and fosters greater self-compassion.

Tips for Coping with Change - Here are some practical ways to support yourself (and others) through the change cycle:

🔹 Name it to navigate it: Identify which stage you’re in. Awareness is the first step to moving forward.

🔹 Give yourself permission to feel: All emotions are valid. Don’t rush to “fix” things—acknowledge your inner experience.

🔹 Stay connected: Talk to others. Connection reduces isolation and offers new perspectives.

🔹 Reframe the narrative: Rather than asking “Why is this happening to me?”, try “What can I learn from this?”

🔹 Build micro-habits: Small consistent actions help restore a sense of control and momentum.

🔹 Seek support: A coach, mentor or peer can be a sounding board as you work through transitions.

Leading Through the Change Curve

As a leader, understanding the change cycle helps you show empathy, communicate more effectively, and support your team without bypassing their emotional journey. Rather than trying to push people toward quick acceptance, you can meet them where they are, creating psychological safety and trust.

Final Word

Change may be inevitable, but how we respond to it is a choice. By understanding the change cycle and equipping ourselves with the tools to navigate it, we can turn even the most disruptive transitions into opportunities for growth, resilience, and transformation.

If you’re in the midst of a transition—personally or professionally—you don’t have to navigate it alone. Let’s connect and explore how coaching can support you through change