Are Stages of Change Scientifically Valid?
Thursday, November 13th, 2008When applying cognitive design to organizational problems we approach change efforts, optimize work flows, implement benefit programs, facilitate decision-making meetings, plan team-building events and offer rewards and the like on the basis of how minds really work.
A classical example is the application of Kübler-Ross’s five-stage grief model to managing organizational change. Kübler-Ross observed terminally ill patients and argued that they went through five stages of grief including denial, anger, bargaining, depression and acceptance.
[image source: Scientific American]
Organizational theorists and management consultants picked this up and crafted models for employees that were doing something akin to grieving as they had to navigate a fundamental change/loss at work.
