AI Powered Kubler Ross Change Curve App

Praxie’s Kübler-Ross Change Curve tool helps organizations understand and manage emotional responses to change. AI-powered analysis, grounded in Universal Context Technology, connects adaptation data to targeted support strategies. Secure collaboration keeps interventions timely and effective.

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Kubler Ross Change Curve Best Practices

The Kubler Ross Change Curve is a model that describes the stages of individuals’ responses to organizational change. There are five stages of the change curve. The purpose of this model is to assist the organization in gauging how individual employees will respond to the change at different stages.

More about Kubler Ross Change Curve

Description of the Kubler Ross Change Curve

The stages of the Kubler Ross Change Curve resemble those of the five stages of grief.

  • Stage 1: Employees might be surprised by or deny the need for change. These employees should be given a lot of time to come to terms with these changes. Managers can aid in this process by communicating the purpose of the change or the consequences of remaining stagnant. Information regarding the change should not be presented all at once so as to not overwhelm these individuals. Rather, it should be presented in pieces.
  • Stage 2: When employees understand the necessity for change, they might become fearful of or irritated at the prospect of abandoning their routines. So as to not let employee anger reach extreme levels, managers should continue to openly communicate with their employees and address any concerns they have.
  • Stage 3: Once employees have accepted that they need to adapt their work habits, they will try to negotiate with management so that they are least affected by the change. As employees adjust to the new changes, they might not be as productive. To allow for the smoothest transition, management should ensure that all employees receive training.
  • Stage 4: As employees continue to develop competence in the new work environment, morale and productivity could be low. This might be because employees are having difficulty accepting their new reality. Therefore, it is critical that managers try to garner as much support for and excitement surrounding the change during training so that employees have a more enthusiastic attitude.
  • Stage 5: In this stage, employees finally begin to accept the change, see it as a positive occurrence and decide on new goals they would like to accomplish in this new work environment.

Praxie's Online Kubler Ross Change Curve Tools & Templates

The Kubler Ross Change Curve is often defined and then communicated in presentations, spreadsheets, and other strategic documents. Get started with our Kubler Ross Change Curve template.

How to use it:

  1. Review each phase of the change curve model. 
  2. Describe the change dynamics occurring during the change.
  3. List any strategies you can use to address the dynamics during the phase.
  4. Create an action plan based on your case for change.

Unlike most traditional Change Model templates in MS Word, Excel, or PowerPoint, Praxie’s online Kubler Ross Change Curve collaboration tools allow any team or organization to instantly begin working with our web templates and input forms.

Change Management Best Practices Library includes::

AIM Accelerated Implementation Methodology, Beckhard & Harris Change Process, Boston Consulting Group (BCG) Change Delta, Bridges’ Leading Transition Model, Burning Platform, Case for Change, Change Fatigue, Change Magnitude Assessment, Change Management Curve, Change Management Impact Analysis, Change Management Maturity Model, Change Management Levers, Change Management Plan, Change Management Roadmap, Change Readiness Assessment, Change Resistance Management Plan, Change Risk Assessment, Change Success Metrics, Change Team Staffing Requirements, Communications Plan, Core Organizational Values, Deming Change Cycle, EASIER Change Management Model, Focus Groups, GE Change Acceleration Process (CAP), Go-Live Plan, Head, Heart and Hands Model, Kotter’s 8-Step Change Model, Kubler Ross Change Curve, Lewin's Change Management Model, Nudge Change Model, People Centered Implementation, Sponsor Roadmap, Stakeholder Interviews, Switch Change Framework, Training Development Plan, User Acceptance Testing, VRIO Framework Model and What's In It For Me? (WIIFMs).