Understanding the stages of change and change management

Change and change management have been organisational buzzwords since the 1990s, with many employees, departments and companies going through various 'big change programmes'. Change requires energy and focus, and staff have often been left weary and demotivated after it.

Sometimes, in both our personal and organisational lives, such change becomes essential for survival.

Even so, that imperative should not excuse management (or ourselves, as we are responsible for our own personal organisation – in effect, you are your own leader!) from being organised enough to understand and explain that change involves a whole set of mental, emotional and behavioural processes, often amongst a large number of people who interact with each other.

To reiterate, change is just as important at a personal level as it is at an organisational level.

Change happens at every level

Organisations – including our families, friends and social circles – are made up of individuals who need to move from being unaware of the need for change, through to acceptance, willingness and commitment.

Then, not only does action need to be taken, but effort also needs to be put into sustaining that change.

All good leadership programmes explain that human change is a psychological process. Having a simply communicated coaching psychology is therefore essential, allowing change to unfold through a deliberate and incremental approach that takes account of the different stages of the change process.

The stages of change

• Pre-contemplation – the stage before awareness of the need for change.
• Contemplation – where serious appraisal of the need for change is undertaken.
• Preparation – where planning and decision-making take place and commitment is made.
• Action – if successful action is taken on the plan, the next stage can then be tackled.
• Maintenance – sustaining what has been put into place.
• Relapse – this can happen at any stage and is when the changed behaviour is no longer maintained.

A clear coaching psychology or model allows each stage to be identified, enabling the appropriate tools and techniques to be used to motivate, stimulate and encourage change.

The role of coaching

Motivation is the energy behind the imperative for change, and, at different stages, a coach may use a variety of tools to support the client.

Motivational Interviewing is a useful process in the early stages, followed by the use of cognitive and behavioural techniques to build the processes needed to deliver lasting change.

Maintenance is best achieved when belief in the desirability and value of the new behaviour is strong, robust and leads to healthy patterns of behaviour. These, in turn, become a virtuous cycle, reinforcing themselves over time.

Whether the change is personal or organisational, a coach can help you build robust, healthy and rational belief systems that enable future success.