{"id":22847,"date":"2020-05-07T13:23:49","date_gmt":"2020-05-07T13:23:49","guid":{"rendered":"https:\/\/www.process.st\/templates\/kubler-ross-change-curve-process-checklist\/"},"modified":"2024-02-29T02:07:09","modified_gmt":"2024-02-29T02:07:09","slug":"kubler-ross-change-curve-process-checklist","status":"publish","type":"post","link":"https:\/\/www.process.st\/templates\/kubler-ross-change-curve-process-checklist\/","title":{"rendered":"Kubler-Ross Change Curve Process Checklist"},"content":{"rendered":"<section id=\"introduction\">\n<h2>Introduction:<\/h2>\n<div class=\"image-content\">\n<figure> <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/tw3FS0IWOVN36IJj4E9Kjg.png\" alt=\"Introduction:\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/tw3FS0IWOVN36IJj4E9Kjg.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<div class=\"text-content\">\n<p style=\"text-align: center;\"><strong>Kubler-Ross Change Curve Process Checklists focuses on the emotions an employee will go through during change.<br \/><\/strong><\/p>\n<h5 style=\"text-align: center;\">Kubler-Ross Change Curve: An introduction<\/h5>\n<p>Teh Kubler-Ross Change Curve was Developed by Elisabeth Kubler-Ross, a psychiatrist who detailed the first five stages of grief in her book <a href=\"https:\/\/www.amazon.com\/dp\/1476775540\/?tag=blueglasstech-20\" rel=\"nofollow noopener\" target=\"_blank\">On Death and Dying<\/a> in <a href=\"https:\/\/en.wikipedia.org\/wiki\/K%C3%BCbler-Ross_model\" rel=\"nofollow noopener\" target=\"_blank\">1969<\/a>. The model details the five stages humans go through during grief, which is also reflective of the emotions triggered during change.<\/p>\n<p>The model recognizes that it is the employees who are responsible for carrying out the changes made. You can give them systems to follow and the training to fill in the gaps, but ultimately employee emotions can form a stranglehold on productivity if not managed correctly.<\/p>\n<p>By knowing the five stages of grief, employee reactions can be anticipated, and the appropriate measures put in place well ahead of time. The stages are:<\/p>\n<ul>\n<li>Denial<\/li>\n<li>Anger<\/li>\n<li>Bargaining<\/li>\n<li>Depression<\/li>\n<li>Acceptance<\/li>\n<\/ul>\n<p><strong>People can move through these stages in a random order,&nbsp; they can also jump backward and repeat stages. <\/strong><\/p>\n<h5 style=\"text-align: center;\">What's good about it<\/h5>\n<p>The model can anticipate and manage the emotional reactions of an employee and thus their productivity. It accounts for the emotional take on the change process, allowing you to see in advance where the biggest problems could arise.<\/p>\n<p>It's about knowing how your team members will react, and how their reaction could impact the rest of your team.<\/p>\n<h5 style=\"text-align: center;\">What's bad about it<\/h5>\n<p>Although the model strives to predict an individual's emotions, these emotions are unpredictable at any given time. This can make it difficult to fully manage the team.<\/p>\n<p>There is no method given on how to guide your employees through each stage during change, meaning the steps you take are both down to knowledge and experience.<\/p>\n<p>It must be noted though, what could be an actionable and successful approach to take for the one employee, may not work for another.<\/p>\n<h5 style=\"text-align: center;\">How to use this checklist<\/h5>\n<p>At the beginning of this checklist, you will be <strong>presented with a set of specialized questions<\/strong> given as form fields. You are required to populate each form field with your data.<\/p>\n<p>The checklist is broken down into the 5 stages of the Kubler-Ross Change Curve:<\/p>\n<ul>\n<li style=\"text-align: left;\"><strong>Stage 1:&nbsp;<\/strong>Denial&nbsp;<\/li>\n<li style=\"text-align: left;\"><strong>Stage 2:<\/strong> Anger<\/li>\n<li style=\"text-align: left;\"><strong>Stage 3: <\/strong>Bargaining<\/li>\n<li style=\"text-align: left;\"><strong>Stage 4: <\/strong>Depression<\/li>\n<li style=\"text-align: left;\"><strong>Stage 5: <\/strong>Acceptance<\/li>\n<\/ul>\n<p>At the end of each stage, your supervisor\/manager will review your work <strong>using Process Street's <a href=\"https:\/\/www.process.st\/approvals\/\" rel=\"nofollow noopener\" target=\"_blank\">approvals<\/a> feature<\/strong>. Other features used in this template include:&nbsp;<\/p>\n<ul>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/stop-tasks\/\" rel=\"nofollow noopener\" target=\"_blank\">Stop tasks<\/a> - To ensure task order.<\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/dynamic-due-dates\/\" rel=\"nofollow noopener\" target=\"_blank\">Dynamic due dates<\/a> - To make sure your initiative is reviewed on time.<\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/role-assignments\/\" rel=\"nofollow noopener\" target=\"_blank\">Role assignment<\/a> - To delegate tasks within your team ensuring your supervisors are appropriately assigned to the review tasks.<\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/approvals\/\" rel=\"nofollow noopener\" target=\"_blank\">Approvals<\/a> - Tasks can be accepted, rejected, and rejected with comments.<\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"record-checklist-details\">\n<h2>Record checklist details<\/h2>\n<div class=\"text-content\">\n<p>In this Kubler-Ross Change Curve Process Checklist, you will be presented with the following <strong>form fields <\/strong>for which you are required to <strong>populate<\/strong> with your<strong> specific data<\/strong>. More information for each form field type is provided via linkage to our help pages:<\/p>\n<ul>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/how-subtask-work\/\" rel=\"nofollow noopener\" target=\"_blank\">Subtasks&nbsp;<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/form-fields\/\" rel=\"nofollow noopener\" target=\"_blank\">Long text<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/form-fields\/\" rel=\"nofollow noopener\" target=\"_blank\">Short text<\/a>&nbsp;<\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/form-fields\/\" rel=\"nofollow noopener\" target=\"_blank\">Date<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/approvals\/\" rel=\"nofollow noopener\" target=\"_blank\">Approvals<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/form-fields\/\" rel=\"nofollow noopener\" target=\"_blank\">Website form field <\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/file-widget\/\" rel=\"nofollow noopener\" target=\"_blank\">File upload form field<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/help\/docs\/role-assignments\/\" rel=\"nofollow noopener\" target=\"_blank\">Role assignments <\/a><\/li>\n<\/ul>\n<p>Let's start by recording your business details, your details, and the details of your supervisor or manager.<\/p>\n<p>This is a stop task, meaning you cannot progress in this template until the required form fields are populated.<\/p>\n<\/p><\/div>\n<div class=\"text-content\">\n<h5 style=\"text-align: center;\">Business details<\/h5>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Business name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<h5 style=\"text-align: center;\">Your details<\/h5>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Your full name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<h5 style=\"text-align: center;\">Details of Manager\/Supervisor<\/h5>\n<\/p><\/div>\n<div class=\"text-field-content form-field-content\">\n<div class=\"form-group\"> <label> Manager's name <\/label><br \/>\n   <input type=\"text\" placeholder=\"Something will be typed here...\" disabled class=\"form-control\">\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<h5 style=\"text-align: center;\">Checklist details<\/h5>\n<p>Once set, the due dates for each phase in this Kubler-Ross Change Curve will be used to set a dynamic due date, <strong>notifying your manager for the needed stage approval when required.<\/strong><\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Checklist start date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Stage 1 due date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Stage 2 due date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Stage 3 due date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Stage 4 due date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Stage 5 due date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"overview-the-changes-needed\">\n<h2>Overview the changes needed<\/h2>\n<div class=\"text-content\">\n<p><strong>Before diving into the details<\/strong> of the Kubler-Ross Change Curve, take the time to overview the changes you intend to implement.<\/p>\n<p>Begin by <strong>summarizing the changes to be made,<\/strong> before detailing why these changes are important. Next, state potential roadblock you could encounter from the changes proposed. <strong>Use the long-text form field<\/strong> to detail this information.<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Changes to be made <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Why change is important <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Potential roadblocks <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"stage-1--denial\">\n<h2>Stage 1 - Denial:<\/h2>\n<div class=\"image-content\">\n<figure> <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/mTs2l7KReJR28Ac_XfNGEQ.jpg\" alt=\"Stage 1 - Denial:\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/mTs2l7KReJR28Ac_XfNGEQ.jpg\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"detail-the-change-to-be-deployed-in-incremental-steps\">\n<h2>Detail the change to be deployed in incremental steps<\/h2>\n<div class=\"text-content\">\n<p class=\"style-blockquote\"><em>\"I can't believe it\", \"This can't be happening\", \"Not to me!\", \"Not again!\" - <a href=\"http:\/\/www.change-management-coach.com\" rel=\"nofollow noopener\" target=\"_blank\">Change Management Coach<\/a>, <a href=\"https:\/\/www.change-management-coach.com\/kubler-ross.html\" rel=\"nofollow noopener\" target=\"_blank\">Kubler-Ros Five Stage Model<\/a><br \/><\/em><\/p>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>The <strong>denial stage is usually short-term<\/strong> and involves the team members dismissing that change is needed, why it will happen, and what will happen if it occurs.<\/p>\n<p>During this phase,<strong> employees need to be able to take things gradually<\/strong> and not be swamped with too much information, or too severe change.<\/p>\n<p>There are two steps you need to focus on during this denial phase:<\/p>\n<ol>\n<li>Open communication<\/li>\n<li>Taking the transition slowly<\/li>\n<\/ol>\n<p>For taking the transition slowly, detail the change needed, but then set up the change in incremental steps. It is best to document these steps in a centralized document system.<\/p>\n<p>You can <strong>use the file upload or website form fields<\/strong> below to add your centralized document to this checklist.<\/p>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\"> <label> Change overview <\/label> <\/p>\n<div class=\"file-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"set-up-a-meeting\">\n<h2>Set up a meeting<\/h2>\n<div class=\"text-content\">\n<p><strong>Obtaining open communication with your team<\/strong> regarding the implemented change is the next step.<\/p>\n<p>The best way to initiate this open communication is to <strong>set up a meeting<\/strong>, designed to communicate the changes (as per the incremental steps) and to<strong> listen to feedback and team concerns<\/strong>.<\/p>\n<p>Use the <strong>date form field to select a date for this meeting<\/strong>. You can then <strong>use the members form field<\/strong> to select the members to attend this stage 1 meeting.<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Stage 1 - meeting date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"run-stage-1-meeting\">\n<h2>Run stage 1 meeting<\/h2>\n<div class=\"text-content\">\n<p style=\"text-align: center;\"><strong>It is now time to run the stage 1 meeting. Be sure to gather the required feedback from your team members. <\/strong><\/p>\n<p style=\"text-align: center;\"><strong>This is a stop task meaning you cannot progress in this checklist until the stage 1 meeting complete. <\/strong><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"note-down-feedback\">\n<h2>Note down feedback<\/h2>\n<div class=\"text-content\">\n<p><strong>Make a note of the feedback obtained<\/strong> during the stage 1 meeting. It is important that your team feels heard.<\/p>\n<p>It is a good idea to <strong>record this feedback in a centralized document<\/strong>. Use the file upload or website form fields below to add this document to this checklist.<\/p>\n<\/p><\/div>\n<div class=\"file-field-content form-field-content\">\n<div class=\"form-group\"> <label> Feedback <\/label> <\/p>\n<div class=\"file-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-upload btn-icon\"><\/i> File will be uploaded here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"approval-stage-1\">\n<h2>Approval: Stage 1<\/h2>\n<div class=\"approval-content\">\n<div class=\"header\">\n<div class=\"list-title\">\n    Will be submitted for approval:\n   <\/div>\n<\/p><\/div>\n<div class=\"approval-rule-subject-tasks-list\">\n<ul class=\"list\">\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\"> <span class=\"title\">Run stage 1 meeting<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<\/ul><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"stage-2--anger\">\n<h2>Stage 2 - Anger:<\/h2>\n<div class=\"image-content\">\n<figure> <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/iMWhINevdYRbQe3JEOZPQQ.jpg\" alt=\"Stage 2 - Anger:\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/iMWhINevdYRbQe3JEOZPQQ.jpg\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"prepare-in-advance-for-anger\">\n<h2>Prepare in advance for anger<\/h2>\n<div class=\"text-content\">\n<p class=\"style-blockquote\">\"I have no control over this situation!\" \u201cSomeone must be to blame!\" - <a href=\"http:\/\/www.peoplehr.co.uk\" rel=\"nofollow noopener\" target=\"_blank\">People HR<\/a>, <a href=\"https:\/\/www.peoplehr.co.uk\/assets\/PeopleHRPPTheEmotionofChangeFeb11V2.pdf\" rel=\"nofollow noopener\" target=\"_blank\">The Emotion of Change<\/a><\/p>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Denial can often pave the way for <strong>fear to set in<\/strong>, and it is this fear that can lead to anger. This anger could be:<\/p>\n<ul>\n<li><strong>Anger at the changes made <\/strong><\/li>\n<li><strong>Anger at the decision to make the changes <\/strong><\/li>\n<li><strong>Anger at the colleagues for accepting it<\/strong><\/li>\n<\/ul>\n<p>This anger can present itself as hostility within the team or full-on outbursts. It is important to understand that anger is a normal part of the change process. With change, <strong>people are pushed outside of their comfort zone<\/strong>, and in doing so people put on their defensive.&nbsp;<\/p>\n<p>It is key, in this stage, to realize that<strong> anger is normal and to plan for it<\/strong>. You need to set up a support system for your employees. Use the long-text form field to detail this support system.<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> Support system <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>As you<strong> plan for the anger stage<\/strong>, make sure you:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Provide extra communication\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Identify any particular individuals most likely to get angry to provide the support they need\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Have measures in place in case the employee blows up, to prevent things from getting out of hand\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Make sure every team member impacted by change has someone to talk to\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"approval-stage-2\">\n<h2>Approval: Stage 2<\/h2>\n<div class=\"approval-content\">\n<div class=\"header\">\n<div class=\"list-title\">\n    Will be submitted for approval:\n   <\/div>\n<\/p><\/div>\n<div class=\"approval-rule-subject-tasks-list\">\n<ul class=\"list\">\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\"> <span class=\"title\">Prepare in advance for anger<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<\/ul><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"stage-3-bargaining\">\n<h2>Stage 3- Bargaining:<\/h2>\n<div class=\"image-content\">\n<figure> <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/u80-OpnbXV0xwAA3dwNA6g.png\" alt=\"Stage 3- Bargaining:\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/u80-OpnbXV0xwAA3dwNA6g.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"be-aware-of-bargaining\">\n<h2>Be aware of bargaining<\/h2>\n<div class=\"text-content\">\n<p>During the bargaining process, employees may try to <em>alter the changes set<\/em> so that most things end up staying the same. During this phase<strong> look out for<\/strong>:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Employees giving feedback against the change\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Direct conversations where the employee is against the imposed changes\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Attempts to spread the belief that the imposed changes are not necessary\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p>The above can lead your team members to fail to carry out your changes in their entirety. <strong>This could be worse than if they weren't carried out at all<\/strong>. During the bargaining phase, make sure you:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Listen to feedback, and acknowledge useful feedback\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Be aware of bargaining for the sake of reducing the changes\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Remain firm on the parts that matter\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p class=\"style-warning\">It must be noted that some of the feedback given by the employees could be useful.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"update-your-change-processes\">\n<h2>Update your change processes<\/h2>\n<div class=\"text-content\">\n<p>Part of implementing change into your business is to <strong>update your business processes to account for the change<\/strong>.<\/p>\n<p>For this, you firstly need documented processes. You can document your processes in a checklist format, just like this one, using Process Street.<\/p>\n<p><strong> For more information on how to create processes in Process Street, watch the below video.<\/strong><\/p>\n<\/p><\/div>\n<div class=\"video-content\">\n<div class=\"iframe-container\"> <iframe src=\"https:\/\/www.youtube.com\/embed\/HQLaW5eItwA?modestbranding=1&amp;showinfo=0\" frameborder=\"0\" allowfullscreen=\"true\"> <\/iframe>\n  <\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"set-up-meeting\">\n<h2>Set up meeting<\/h2>\n<div class=\"text-content\">\n<p>During the bargaining stage, you need to re-affirm to your team <em>why <\/em>the changes are needed. For this, set up a meeting.<\/p>\n<p>Use the <strong>date form field<\/strong> to set a meeting date, and the <strong>members form the field<\/strong> to select the members to attend.<\/p>\n<\/p><\/div>\n<div class=\"date-field-content form-field-content\">\n<div class=\"form-group\"> <label> Stage 3 - meeting date <\/label> <\/p>\n<div class=\"date-container\"> <button type=\"button\" disabled class=\"btn btn-default\"> <i class=\"fa fa-calendar btn-icon\"><\/i> Date will be set here <\/button>\n   <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"run-stage-3-meeting\">\n<h2>Run stage 3 meeting<\/h2>\n<div class=\"text-content\">\n<p style=\"text-align: center;\"><strong>It is now time to run the stage 3 meeting.<\/strong><strong><\/strong><\/p>\n<p style=\"text-align: left;\">When running this meeting be sure to:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Re-read all documentation regarding the changes implemented\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Reiterate why the changes were needed\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Be prepared to compromise on some-level\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p><strong>This is a stop task meaning you cannot progress in this checklist until the stage 3 meeting complete. <\/strong><\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"approval-stage-3\">\n<h2>Approval: Stage 3<\/h2>\n<div class=\"approval-content\">\n<div class=\"header\">\n<div class=\"list-title\">\n    Will be submitted for approval:\n   <\/div>\n<\/p><\/div>\n<div class=\"approval-rule-subject-tasks-list\">\n<ul class=\"list\">\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\"> <span class=\"title\">Update your change processes<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\"> <span class=\"title\">Run stage 3 meeting<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<\/ul><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"stage-4--depression\">\n<h2>Stage 4 - Depression:<\/h2>\n<div class=\"image-content\">\n<figure> <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/ggLkZVejt8T317eoHrZMaw.png\" alt=\"Stage 4 - Depression:\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/ggLkZVejt8T317eoHrZMaw.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"manage-the-depressive-phase\">\n<h2>Manage the depressive phase<\/h2>\n<div class=\"text-content\">\n<p class=\"style-blockquote\">\"Why should I care?\" \"What's the point?\" - <a href=\"http:\/\/www.peoplehr.co.uk\" rel=\"nofollow noopener\" target=\"_blank\">People HR<\/a>, <a href=\"https:\/\/www.peoplehr.co.uk\/assets\/PeopleHRPPTheEmotionofChangeFeb11V2.pdf\" rel=\"nofollow noopener\" target=\"_blank\">The Emotion of Change<\/a><\/p>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>The change implemented will impact your employees and your employee's moods. One stage during this process is the depression stage.<strong> <\/strong><\/p>\n<p><strong>It is at this stage where employee productivity will be at its lowest<\/strong>.<\/p>\n<p>To accommodate for this period,&nbsp; make sure that:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Friction is limited in the activities taken\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Make the new process rewarding or interesting in some way\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Continue to listen to your team\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Continue with the support system\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       5\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Reiterate to the employees what they can gain from the changes made\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<div class=\"text-content\">\n<p class=\"style-info\">This stage is all about keeping your employee's spirits up.<\/p>\n<\/p><\/div>\n<\/section>\n<section id=\"approval-stage-4\">\n<h2>Approval: Stage 4<\/h2>\n<div class=\"approval-content\">\n<div class=\"header\">\n<div class=\"list-title\">\n    Will be submitted for approval:\n   <\/div>\n<\/p><\/div>\n<div class=\"approval-rule-subject-tasks-list\">\n<ul class=\"list\">\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\"> <span class=\"title\">Manage the depressive phase<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<\/ul><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"stage-5--acceptance\">\n<h2>Stage 5 - Acceptance:<\/h2>\n<div class=\"image-content\">\n<figure> <a href=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/rR9sYlhspm3fnjicXtRKlA.png\" alt=\"Stage 5 - Acceptance:\" target=\"_blank\" rel=\"noopener\"> <img decoding=\"async\" loading=\"lazy\" src=\"https:\/\/www.process.st\/templates\/wp-content\/uploads\/2024\/02\/rR9sYlhspm3fnjicXtRKlA.png\"> <\/a><br \/>\n  <\/figure>\n<\/p><\/div>\n<\/section>\n<section id=\"celebrate-acceptance\">\n<h2>Celebrate acceptance<\/h2>\n<div class=\"text-content\">\n<p class=\"style-blockquote\">\"This has happened\" \"Ready to move on\" - <a href=\"http:\/\/www.peoplehr.co.uk\" rel=\"nofollow noopener\" target=\"_blank\">People HR<\/a>, <a href=\"https:\/\/www.peoplehr.co.uk\/assets\/PeopleHRPPTheEmotionofChangeFeb11V2.pdf\" rel=\"nofollow noopener\" target=\"_blank\">The Emotion of Change<\/a><\/p>\n<\/p><\/div>\n<div class=\"text-content\">\n<p class=\"style-success\">Acceptance is the final stage and should be celebrated.<\/p>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>Make sure the celebrate the acceptance phase. This celebration can include <strong>building new goals around the changes that have been made<\/strong>.<\/p>\n<p>Use the long-text form field below to detail these new goals set.<\/p>\n<\/p><\/div>\n<div class=\"textarea-field-content form-field-content\">\n<div class=\"form-group\"> <label> New goals <\/label> <textarea placeholder=\"Something will be typed here...\" rows=\"3\" disabled class=\"form-control\"><\/textarea>\n  <\/div>\n<\/p><\/div>\n<div class=\"text-content\">\n<p>For optimum productivity, <strong>set ambitious goals for your employees with the new change in action<\/strong>.<\/p>\n<p>To make sure you are celebrating the acceptance phase optimally, consider:<\/p>\n<\/p><\/div>\n<div class=\"multi-select-content form-field-content\">\n<ul class=\"items\">\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       1\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Messaging your core promoters\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       2\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Rewarding particularly helpful team members\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       3\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Make a list of the positives brought forward by the changes made\n    <\/div>\n<\/li>\n<li class=\"item\">\n<div class=\"step-number-container\">\n<div class=\"step-number\">\n       4\n     <\/div>\n<\/p><\/div>\n<div class=\"step-checkbox-container\">\n<div class=\"step-checkbox\"><\/div>\n<\/p><\/div>\n<div class=\"item-name-static\">\n      Show good grace and lead by example\n    <\/div>\n<\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"approval-stage-5\">\n<h2>Approval: Stage 5<\/h2>\n<div class=\"approval-content\">\n<div class=\"header\">\n<div class=\"list-title\">\n    Will be submitted for approval:\n   <\/div>\n<\/p><\/div>\n<div class=\"approval-rule-subject-tasks-list\">\n<ul class=\"list\">\n<li>\n<div class=\"approval-rule-subject-tasks-list-item\">\n<div class=\"item\">\n<div class=\"container\"> <span class=\"title\">Celebrate acceptance<\/span> <\/p>\n<div class=\"body\">\n         Will be submitted\n        <\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/p><\/div>\n<\/li>\n<\/ul><\/div>\n<\/p><\/div>\n<\/section>\n<section id=\"sources\">\n<h2>Sources:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><a href=\"https:\/\/en.wikipedia.org\/wiki\/Main_Page\" rel=\"nofollow noopener\" target=\"_blank\">Wikipedia<\/a> - <a href=\"https:\/\/en.wikipedia.org\/wiki\/K%C3%BCbler-Ross_model\" rel=\"nofollow noopener\" target=\"_blank\">Kubler-Ross model<\/a><\/li>\n<li><a href=\"https:\/\/www.amazon.com\/dp\/1476775540\/?tag=blueglasstech-20\" rel=\"nofollow noopener\" target=\"_blank\">On Death and Dying: What the Dying Have to Teach Doctors, Nurses, Clergy and Their Own Families<\/a> -<a href=\"https:\/\/www.amazon.com\/s?i=stripbooks&amp;rh=p_27%3AElisabeth+K%C3%BCbler-Ross&amp;s=relevancerank&amp;text=Elisabeth+K%C3%BCbler-Ross&amp;ref=dp_byline_sr_book_1\" rel=\"nofollow noopener\" target=\"_blank\">&nbsp;Elisabeth Kubler-Ross<\/a><\/li>\n<li><a href=\"http:\/\/www.change-management-coach.com\" rel=\"nofollow noopener\" target=\"_blank\">Change Management Coach<\/a> - <a href=\"https:\/\/www.change-management-coach.com\/kubler-ross.html\" rel=\"nofollow noopener\" target=\"_blank\">Kubler-Ros Five Stage Model<\/a><\/li>\n<li><a href=\"http:\/\/www.peoplehr.co.uk\" rel=\"nofollow noopener\" target=\"_blank\">People HR<\/a><em> - <\/em><a href=\"https:\/\/www.peoplehr.co.uk\/assets\/PeopleHRPPTheEmotionofChangeFeb11V2.pdf\" rel=\"nofollow noopener\" target=\"_blank\">The Emotion of Change<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/\" rel=\"nofollow noopener\" target=\"_blank\">Process Street <\/a> - <a href=\"https:\/\/www.process.st\/change-management-models\/\" rel=\"nofollow noopener\" target=\"_blank\">8 Critical Change Management Models to Evolve and Survive <\/a><\/li>\n<li><a href=\"https:\/\/pixabay.com\/photos\/head-stuck-in-the-sand-3510206\/\" rel=\"nofollow noopener\" target=\"_blank\">Image<\/a> - <a href=\"https:\/\/pixabay.com\/users\/alexas_fotos-686414\/\" rel=\"nofollow noopener\" target=\"_blank\">Alexas_Fotos<\/a>, re-sized<\/li>\n<li><a href=\"https:\/\/pixabay.com\/photos\/cat-aggression-emotions-fear-1641959\/\" rel=\"nofollow noopener\" target=\"_blank\">Image<\/a> - <a href=\"https:\/\/pixabay.com\/users\/freephotosart-3184606\/\" rel=\"nofollow noopener\" target=\"_blank\">FreePhotosART<\/a>, re-sized<\/li>\n<li><a href=\"https:\/\/pixabay.com\/vectors\/silhouette-relationship-conflict-3141264\/\" rel=\"nofollow noopener\" target=\"_blank\">Image <\/a>- <a href=\"https:\/\/pixabay.com\/users\/mohamed_hassan-5229782\/\" rel=\"nofollow noopener\" target=\"_blank\">Mohamed_hassan<\/a>, re-sized<\/li>\n<li><a href=\"https:\/\/pixabay.com\/vectors\/mental-health-abstract-anatomy-art-3285625\/\" rel=\"nofollow noopener\" target=\"_blank\">Image<\/a> - <a href=\"https:\/\/pixabay.com\/users\/gdj-1086657\/\" rel=\"nofollow noopener\" target=\"_blank\">GDJ<\/a>, re-sized<\/li>\n<li><a href=\"https:\/\/pixabay.com\/photos\/thumb-hand-arm-guide-guiding-grip-422558\/\" rel=\"nofollow noopener\" target=\"_blank\">Image <\/a>- <a href=\"https:\/\/pixabay.com\/users\/niekverlaan-80788\/\" rel=\"nofollow noopener\" target=\"_blank\">niekverlaan<\/a>, re-sized<\/li>\n<\/ul><\/div>\n<\/section>\n<section id=\"related-checklists\">\n<h2>Related checklists:<\/h2>\n<div class=\"text-content\">\n<ul>\n<li><a href=\"https:\/\/www.process.st\/templates\/adkar-model-change-management-process-checklist\/\" target=\"_self\" rel=\"nofollow noopener\">ADKAR Model Change Management Process Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/bridges-transition-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Bridges Transition Model Process Checklist<\/a><a href=\"https:\/\/www.process.st\/templates\/kotters-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/kotters-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Kotter\u2019s Change Management Model Process Checklist<\/a><a href=\"https:\/\/www.process.st\/templates\/kubler-ross-change-curve-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/lewins-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Lewin's Change Management Model Process Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/lewins-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">McKinsey<\/a><a href=\"https:\/\/www.process.st\/templates\/mckinsey-7-s-model-checklist-process\/\" rel=\"nofollow noopener\" target=\"_blank\"> 7-S Model Checklist Process<\/a><a href=\"https:\/\/www.process.st\/templates\/nudge-theory-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/nudge-theory-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Nudge Theory Change Management Model Process Checklist<\/a><a href=\"https:\/\/www.process.st\/templates\/pdca-cycle-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\"><\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/pdca-cycle-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">PDCA Cycle Change Management Model Process Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/satir-change-management-model-process-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Satir Change Management Model Process Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/5-whys-template\/\" rel=\"nofollow noopener\" target=\"_blank\"> 5 Whys Checklist Template<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/project-management-process\/\" rel=\"nofollow noopener\" target=\"_blank\">Project Management Process<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/vrio-analysis\/\" rel=\"nofollow noopener\" target=\"_blank\">VRIO Analysis Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/risk-management-process\/\" rel=\"nofollow noopener\" target=\"_blank\">Risk Management Process<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/how-to-respond-to-negative-reviews\/\" rel=\"nofollow noopener\" target=\"_blank\">How to Respond to Negative Reviews<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/business-needs-assessment-template\/\" rel=\"nofollow noopener\" target=\"_blank\">Business Needs Assessment Template<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/employee-satisfaction-survey\/\" rel=\"nofollow noopener\" target=\"_blank\">Employee Satisfaction Survey<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/financial-audit-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Financial Audit Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/financial-planning-process\/\" rel=\"nofollow noopener\" target=\"_blank\">Financial Planning Process<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/gap-analysis-template\/\" rel=\"nofollow noopener\" target=\"_blank\"> Gap Analysis Template<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/google-analytics-audit\/\" rel=\"nofollow noopener\" target=\"_blank\">Google Analytics Audit<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/how-to-ask-for-a-review\/\" rel=\"nofollow noopener\" target=\"_blank\">How to Ask for a Review from a High Touch Client Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/application-security-audit-checklist-template\/\" rel=\"nofollow noopener\" target=\"_blank\">Application Security Audit Checklist Template<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/environmental-accounting-internal-audit\/\" rel=\"nofollow noopener\" target=\"_blank\">Environmental Accounting Internal Audit<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/financial-audit-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Financial Audit Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/firewall-audit-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Firewall Audit Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/fleet-management-internal-audit-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">Fleet Management Internal Audit Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/google-analytics-audit\/\" rel=\"nofollow noopener\" target=\"_blank\">Google Analytics Audit<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/isa-audit-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">ISA Audit Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/ppc-audit-checklist\/\" rel=\"nofollow noopener\" target=\"_blank\">PPC Audit Checklist<\/a><\/li>\n<li><a href=\"https:\/\/www.process.st\/templates\/technical-seo-audit\/\" rel=\"nofollow noopener\" target=\"_blank\">Technical SEO Audit<\/a><\/li>\n<\/ul><\/div>\n<\/section>\n","protected":false},"excerpt":{"rendered":"<p>Introduction: Kubler-Ross Change Curve Process Checklists focuses on the emotions an employee will go through during change. Kubler-Ross Change Curve: An introduction Teh Kubler-Ross Change Curve was Developed by Elisabeth Kubler-Ross, a psychiatrist who detailed the first five stages of grief in her book On Death and Dying in 1969. The model details the five [&hellip;]<\/p>\n","protected":false},"author":3,"featured_media":22848,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"ep_exclude_from_search":false,"cover_icon_emoji":"","cover_icon_url":"","tasks_count":"26","template_description":"Run this Kubler-Ross Change Management Model Process Checklist to manage change by accounting for employee emotions and change inflicted grief.","template_id":"rCFI5g6AsiWvTWDXaplP5g","task_0":"Introduction:","task_slug_0":"introduction","task_1":"Record checklist details","task_slug_1":"record-checklist-details","task_2":"Overview the changes needed","task_slug_2":"overview-the-changes-needed","task_3":"Stage 1 - Denial:","task_slug_3":"stage-1--denial","task_4":"Detail the change to be deployed in incremental steps","task_slug_4":"detail-the-change-to-be-deployed-in-incremental-steps","task_5":"Set up a meeting","task_slug_5":"set-up-a-meeting","task_6":"Run stage 1 meeting","task_slug_6":"run-stage-1-meeting","task_7":"Note down feedback","task_slug_7":"note-down-feedback","task_8":"Approval: Stage 1","task_slug_8":"approval-stage-1","task_9":"Stage 2 - Anger:","task_slug_9":"stage-2--anger","task_10":"Prepare in advance for anger","task_slug_10":"prepare-in-advance-for-anger","task_11":"Approval: Stage 2","task_slug_11":"approval-stage-2","task_12":"Stage 3- Bargaining:","task_slug_12":"stage-3-bargaining","task_13":"Be aware of bargaining","task_slug_13":"be-aware-of-bargaining","task_14":"Update your change processes","task_slug_14":"update-your-change-processes","task_15":"Set up meeting","task_slug_15":"set-up-meeting","task_16":"Run stage 3 meeting","task_slug_16":"run-stage-3-meeting","task_17":"Approval: Stage 3","task_slug_17":"approval-stage-3","task_18":"Stage 4 - Depression:","task_slug_18":"stage-4--depression","task_19":"Manage the depressive phase","task_slug_19":"manage-the-depressive-phase","task_20":"Approval: Stage 4","task_slug_20":"approval-stage-4","task_21":"Stage 5 - Acceptance:","task_slug_21":"stage-5--acceptance","task_22":"Celebrate acceptance","task_slug_22":"celebrate-acceptance","task_23":"Approval: Stage 5","task_slug_23":"approval-stage-5","task_24":"Sources:","task_slug_24":"sources","task_25":"Related checklists:","task_slug_25":"related-checklists","task_26":"","task_slug_26":"","task_27":"","task_slug_27":"","task_28":"","task_slug_28":"","task_29":"","task_slug_29":"","task_30":"","task_slug_30":"","task_31":"","task_slug_31":"","task_32":"","task_slug_32":"","task_33":"","task_slug_33":"","task_34":"","task_slug_34":"","task_35":"","task_slug_35":"","task_36":"","task_slug_36":"","task_37":"","task_slug_37":"","task_38":"","task_slug_38":"","task_39":"","task_slug_39":"","task_40":"","task_slug_40":"","task_41":"","task_slug_41":"","task_42":"","task_slug_42":"","task_43":"","task_slug_43":"","task_44":"","task_slug_44":"","task_45":"","task_slug_45":"","task_46":"","task_slug_46":"","task_47":"","task_slug_47":"","task_48":"","task_slug_48":"","task_49":"","task_slug_49":"","task_50":"","task_slug_50":"","task_51":"","task_slug_51":"","task_52":"","task_slug_52":"","task_53":"","task_slug_53":"","task_54":"","task_slug_54":"","task_55":"","task_slug_55":"","task_56":"","task_slug_56":"","task_57":"","task_slug_57":"","task_58":"","task_slug_58":"","task_59":"","task_slug_59":"","task_60":"","task_slug_60":"","task_61":"","task_slug_61":"","task_62":"","task_slug_62":"","task_63":"","task_slug_63":"","task_64":"","task_slug_64":"","task_65":"","task_slug_65":"","task_66":"","task_slug_66":"","task_67":"","task_slug_67":"","task_68":"","task_slug_68":"","task_69":"","task_slug_69":"","task_70":"","task_slug_70":"","task_71":"","task_slug_71":"","task_72":"","task_slug_72":"","task_73":"","task_slug_73":"","task_74":"","task_slug_74":"","task_75":"","task_slug_75":"","task_76":"","task_slug_76":"","task_77":"","task_slug_77":"","task_78":"","task_slug_78":"","task_79":"","task_slug_79":"","task_80":"","task_slug_80":"","task_81":"","task_slug_81":"","task_82":"","task_slug_82":"","task_83":"","task_slug_83":"","task_84":"","task_slug_84":"","task_85":"","task_slug_85":"","task_86":"","task_slug_86":"","task_87":"","task_slug_87":"","task_88":"","task_slug_88":"","task_89":"","task_slug_89":"","task_90":"","task_slug_90":"","task_91":"","task_slug_91":"","task_92":"","task_slug_92":"","task_93":"","task_slug_93":"","task_94":"","task_slug_94":"","task_95":"","task_slug_95":"","task_96":"","task_slug_96":"","task_97":"","task_slug_97":"","task_98":"","task_slug_98":"","task_99":"","task_slug_99":"","footnotes":""},"categories":[12,52,7,38],"tags":[],"class_list":["post-22847","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-human-resources","category-management-system","category-miscellaneous","category-quality-management"],"acf":[],"aioseo_notices":[],"_links":{"self":[{"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/posts\/22847","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/users\/3"}],"replies":[{"embeddable":true,"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/comments?post=22847"}],"version-history":[{"count":0,"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/posts\/22847\/revisions"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/media\/22848"}],"wp:attachment":[{"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/media?parent=22847"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/categories?post=22847"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/www.process.st\/templates\/wp-json\/wp\/v2\/tags?post=22847"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}