The definition of the word change says: “an event that occurs when something passes from one state or phase to another”, other words that could be used are adjustment, development and modification. These are all words used daily in our vocabulary and are words that reflect what is happening within the university as a whole, but mainly within our roles.
Who else looks at their original job description and specification and can only see a few responsibilities that look similar to the work that you’re carrying out now? For me, some areas have disappeared altogether, whilst others have been replaced by new processes and procedures. People are all different, some seem to embrace change easily, whilst others stick their heads in the sand and hope it doesn’t affect them or their role. I’m one of those people who like to digest (in my own way) what’s been said and then find out more information e.g. Where do I fit into the change? What part will I be expected to play in making the change happen? What knock on effect will it have elsewhere? Is there training that I’ll need to undertake? etc. etc.
During this period of adjustment when we find our responsibilities have changed and we’re expected to ‘step up to the mark’ and embrace whatever is required to make these changes happen, this is described by Elizabeth Kubler-Ross as a ‘Change Curve’. Kubler-Ross ‘Change Curve’ explains the emotions that most people go through when change is in the offering, although the original theory was in relation to the grieving process and describes 5 stages (see image below). In business it is now applied to any kind of change.
Stage 1, Denial were we blame others, which is preceded by blaming ourselves, “What have I done wrong?” and “Why me?”
Stage 2, Doubt follows quickly afterwards causing self-doubt, uncertainty and confusion, this happens normally when you’re at your lowest ebb.
Stage 3, Acceptance, the turning point, when you start to accept the change, think more rationally about everything and can start to work to solve problems that may arise to make the change work for you and others in your team.
Once you’re through the ‘Change Curve’ it’s only then that you can start to move on, and it soon becomes the norm. The length of time it takes for an individual to experience the ‘Change Curve’ varies from person to person and can depend on what the change is and how much this change is going to affect the person.
I bet you’re wondering what all this has to do with LinkedIn Learning? Well I’m not talking about the change from Lynda.com to LinkedIn Learning, although that has happened (see blog post Goodbye Lynda, hello LinkedIn Learning) but about the courses that may be of benefit that provide an insight into the processes that happen when change occurs. The courses (or individual videos if you’re short on time), look at change from different angles and perspectives, giving you the techniques to help you cope with change, before it happens, while it’s happening and how to come out the other end and to keep altering and growing until the process produces the end results.
When you have time, just type ‘change’ into the search box, you’ll see a list of over 48,000 items will appear, this can be filtered down by using the block on the left-hand side, to make it more manageable and tailor made to your requirements. Of course the university hold workshops on this subject as well, but we don’t always have the time to attend.
In case you were interested in the courses that I looked at, here they are:
Building Resilience by Tatiana Kolovou
Embracing Change by Todd Dewett
Managing Stress for Positive Change by Heidi Hanna
Leading Change by Gary Bolles
So go on, have a go, log into LinkedIn Learning today!
Further Reference: https://www.cleverism.com/understanding-kubler-ross-change-curve/
Image Credit: Photo by Krisztian Tabori on Unsplash