Mar 14, 2016

Integrate the ‘Change Cycle’ into your projects for better user-adoption results
There are three phases each of us goes through in accommodating ourselves to any change.
Phase 1: An endings phase, where we let go of something stable, known, and dependable.
Phase 2: A neutral phase, where we are forced to hang in mid-air, without orientation to the past or the future.
Phase 3: A beginnings phases, where we plunge headlong into something unknown and unknowable: our own future.

Endings phase

All change begins with an ending. Just because we understand something doesn't mean we accept it. Western culture teaches us to intellectualise. If we understand it, we can deal with it.
However, we don't always have the skills to deal with emotional reservations. Like the organ reject theory, the mind may know it's good, but the body still rejects it. It's the same with change. Intellectually, we accept change, but emotionally, we may still resist that change.
Change is often viewed as loss. And an ending is a loss, in a way. It means letting go of one thing to grasp on to another. Failing to identify and get ready for loss is the largest difficulty for people in transition.

Neutral phase

This is a time to complete endings and begin new patterns. People in this stage have a strong need for support from others. Major transitions unleash powerful conflicting forces in people.
Western culture avoids the experience. The neutral zone is treated like a busy street to be crossed as quickly as possible. However, it is important to take the time to complete endings, and integrate new patterns. Most organisations and many people skip transitions and jump to new beginnings.

Beginnings

Organisations think about beginnings long before people do. There is often conflict between the organisational impetus and the critical mass to make it happen. At this stage, people need “drawing” leadership (Vision and Purpose) rather than “pushing” management (Goals and Plans).