Change is constant — but people don’t all respond the same way. Some move forward quickly, others hesitate, and many experience uncertainty along the way. The Kübler-Ross Change Curve helps teams understand these emotional reactions, talk about them openly, and move through transition with more clarity and empathy.
But visuals make the curve even more powerful. They turn an abstract concept into something teams can point at, discuss, and act on together. In this article, you'll learn how to use the Change Curve in a practical, facilitative way — with real steps, coaching questions, and a ready-to-use visual for your next meeting or workshop.
What the Change Curve Really Explains
The Change Curve describes the emotional journey people experience when faced with change — whether the change is small, big, expected, or sudden. By making this journey visible, teams gain a shared language to express what’s going on beneath the surface.
From Shock to Integration — the emotional journey
- Shock or denial — “This can’t be happening.”
- Frustration or resistance — “Why do we have to change?”
- Acceptance and exploration — “What does this mean for me or my work?”
- Integration — “How do we move forward with clarity?”
People don’t always follow the curve in a straight line, and that’s okay. The visual helps teams see that emotional reactions are normal, reducing blame and judgment.
Common pitfalls: rushing or denying stages
Leaders often want to move straight to solutions. Teams often want to skip difficult emotions and “just get on with it.” Both responses create friction.
When people feel rushed or unheard, they get stuck. Use the Change Curve visual to help teams express where they are in the transition — and what they need to move forward.
How to Use the Change Curve in Workshops
The Change Curve becomes especially powerful when used interactively. Instead of lecturing about the model, let participants map their own experience onto the visual.
Step 1 — Frame the conversation
“The goal isn’t to label emotions as good or bad — it’s to understand where we are so we can move forward together.”
This sets a safe tone and reduces defensiveness. A safe atmosphere matters. The Psychological Safety visual helps teams talk openly during change without fear of judgment.
Change becomes easier when people feel safe to speak up. Learn more in Psychological Safety Made Visual.
Step 2 — Map real examples onto the curve
Print the curve or use it in Miro/Canva/PowerPoint. Invite participants to place sticky notes on the visual:
- What happened?
- How did it feel?
- What was unclear at the time?
Patterns become visible in seconds. Teams often realize they’re not as scattered as they thought — they’re simply in different places on the same journey.
Make It Visible
Visuals help teams externalize what’s happening internally — turning emotions and reactions into something you can point at, discuss, and move.
For deeper reflection during change, combine the curve with the Logical Levels visual — especially when teams struggle with identity, purpose, or motivation.
See It. Talk About It. Strengthen It.
When teams see the emotional journey of change, they stop personalizing reactions and start understanding them. It reduces friction, builds empathy, and creates a shared sense of direction.
Want to explore more models that help teams navigate complexity? Read The Top 5 Leadership & Team Models Every Manager Should Know.
Ready to guide your team through change?
Use our Change Curve visual and explore Change & Transformation visuals for workshops and coaching.
Change often affects team dynamics. Explore our Team Development visuals to strengthen collaboration and trust.
Want to try one of our tools for free? Download our Circle of Concern & Influence template.
