Change is happening constantly all around us, both in our professional and personal lives - whether it's organisational restructuring, digital transformation, economic uncertainty, or a change in roles. We all handle change differently - some individuals adapt with ease, others struggle to keep pace and maintain their well-being. What makes the difference? Resilience and mindset.
Resilience is the ability to adapt positively in the face of adversity, stress, or significant sources of change. It's not about avoiding difficulty, but about navigating through it with strength, clarity, and purpose.
Understanding the change curve
To understand how people react to change, we refer to the ‘Change Curve’, a psychological model based on the stages of grief developed by Elisabeth Kübler-Ross. The curve includes 5 stages that people may navigate through in the face of change:
1. Shock and denial
2. Anger and frustration
3. Depression and confusion
4. Acceptance
5. Problem-solving and growth
There’s no ‘right’ way to experience change and it’s important to note that people may navigate back and forth through these stages, with no set time frame for each.
Awareness of where you - or your team - are on this curve helps in developing targeted strategies for support. It reminds us that resistance or low motivation during change isn't fixed, it’s a phase, and acknowledging this can help you support yourself or others with relevant tools and techniques.
The ‘Sphere of Control’
When going through change, stress and overwhelm can increase when we focus on everything outside of our control, or ruminating on what may or may not happen. It’s more empowering to focus on what you can control, rather than what you can’t. This is where the concept of the Sphere of Control comes in. It breaks down our concerns into:
- Things we can control (our actions, mindset, how we communicate)
- Things we can influence (team dynamics, some aspects of workload)
- Things we can’t control (market forces, leadership decisions, restructuring, global politics)
Encouraging individuals and teams to concentrate on their inner sphere - writing down and brainstorming what they can control - can reduce overwhelm and reignite a sense of agency during times of uncertainty.
The 5 pillars of resilience
A model I often refer clients to who are experiencing change, or feeling overwhelmed is the five pillars of resilience. This offers a framework for how individuals can maintain strength through times of change and again, falls into ‘that which I can control’:
1. Self-awareness – Understanding your emotions and reactions, reframing negative self talk, recognising your strengths.
2. Mindfulness – Staying present and grounded amid uncertainty, practicing gratitude, meditation or breath work.
3. Self-care – Prioritising physical and emotional well-being, sleep, exercise, setting boundaries, understanding your personal needs, self-compassion.
4. Positive relationships – Building strong, supportive connections.
5. Purpose – Holding on to a sense of direction and values, focus on your goals.
Developing these pillars helps individuals strengthen their inner resources and navigate challenges with confidence, whilst protecting their well-being.
What can individuals do to support themselves through change?
1. Acknowledge the transition: Identify where you are on the change curve and allow yourself to feel what you feel.
2. Focus on your sphere of control: Let go of what's out of your hands and direct your energy toward productive action.
3. Develop the resilience pillars: Even small, consistent actions - like journaling, exercising, practicing a growth mindset or reaching out to a mentor - can have a big impact.
4. Stay connected: Don’t go it alone. Building relationships and sharing experiences is a powerful way to maintain emotional health.
What can businesses do to support its employees through change?
While personal resilience is crucial, organisations have a responsibility to support their people through change. Here’s how:
- Communicate with empathy and clarity: Consistent, transparent communication helps reduce uncertainty and builds trust.
- Offer mental health and well-being support: Coaching, counselling, and mental health days show your people that they matter, as well as upskilling managers to be able to have supportive conversations.
- Train leaders in change management and emotional intelligence: Resilient leaders create resilient teams.
- Encourage peer support: Create forums or buddy systems where employees can share experiences and offer mutual support.
- Foster purpose and alignment: Reaffirm the company’s mission and values, and show how individuals contribute to the bigger picture.
Change will always be part of the landscape - but resilience ensures we’re not at its mercy.
Whether you’re leading a business through acquisition, redundancy or restructure or finding your footing as an individual, understanding the emotional process, focusing on what’s within your control, and nurturing resilience can transform challenge into opportunity.
Gemma Brown Coaching
If you or your organisation are navigating change and would benefit from support in building resilience, managing transitions, or developing practical strategies - get in touch. I offer tailored coaching and facilitation for both individuals and businesses to help you move through change with confidence, clarity, and resilience.