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Here follows an explanation of the stages contained in John Fisher's Process of Transition model and diagram. I believe the problem here is that individuals are unable to adequately picture the future. They do not have enough information to allow them to anticipate behaving in a different way within the new organisation.
They are unsure how to adequately construe acting in the new work and social situations. There is also the possibility for what McCoy defined as 'bewilderment' here; which she defined as an awareness of an imminent, comprehensive change in our non-core structure. How we then deal with this dictates how we progress through the rest of the curve and the extent of the impact on our core sense of self.
The impact of this is twofold. At the basic level there is a feeling of relief that something is going to change and not continue as before. Whether the past is perceived positively or negatively, there is still a feeling of anticipation and possibly excitement at the possibility of improvement.
On another level, there is the satisfaction of knowing that some of your thoughts about the old system were correct generally no matter how well we like the status quo there is something that is unsatisfactory about it and that something is going to be done about. In the phase we generally expect the best and anticipate a bright future, placing our own construct system onto the change and seeing ourselves succeeding.
One of the dangers in this phase is that of the inappropriate psychological contract. We may perceive more to the change, or believe we will get more from the change than is actually the case.
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The organisation needs to manage this phase and ensure unrealistic expectations are managed and redefined in the organisations terms without alienating the individual.
The happiness phase is one of the more interesting phases and may be almost passed through without knowing. In this phase it is the 'Thank Goodness, something is happening at last! If we can start interventions at this stage we can minimise the impact of the rest of the curve and virtually flatten the curve.
By involving, informing, getting 'buy in' at this time we can help people move through the process. People will need to act in a different manner and this will have an impact on both their self-perception and on how others externally see them.
However, in the main, they see little change in their normal interactions and believe they will be operating in much the same way, merely choosing a more appropriate, but new, action. According to FrancesFear and Threat are the two key emotions that will cause us to resist change.
Here people perceive a major change on what they believe to be their core identity or sense of self. The realisation that change that will have a fundamental impact on who we are, how we see ourselves and what is key in our personality to us as individuals.
This is the shock of suddenly discovering you're not who you thought you were! It is a radical alteration to our future choices and other people's perception of them as individuals.7 Day Smoothie Weight Loss Diet Plan - How to Construct a Perfect Smoothie & Use it to Lose 2 Pounds Every Week [Includes Smoothie Recipes] - Kindle edition by Susan J Campbell.
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