ALL CHANGE IS PERSONAL
Grief Modeling
For years, we’ve understood grief through the lens of the five stages (denial, anger, bargaining, depression, and acceptance).
But modern psychology has evolved. Grief is now understood to be about the forced change of habits, routines and identities that people don’t want to give up.
When employees resist change, it’s often because their automatic ways of working—what feels natural and comfortable—are being disrupted.
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By applying grief modeling to change management, organizations can help employees process these disruptions, move through resistance and feel supported rather than forced through transition.
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A few ways to incorporate Grief Modeling into Change Management:
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Acknowledge what’s being lost. Instead of focusing only on the future, recognize what employees are leaving behind, whether it’s old processes, workplace relationships, autonomy or a sense of stability.
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Normalize emotional responses. Resistance isn’t just stubbornness. It’s a natural reaction to uncertainty and loss. Help leaders identify where teams are on the grief curve and respond with empathy.
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Create space for people to process. Encourage open conversations, storytelling and peer support to help employees work through change together.
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Help people find meaning in the transition. Guide teams to reframe the loss by connecting the change to a greater purpose, new opportunities and long-term benefits.
From Resistance to Resilience
The Grief Curve of Change
Letting go of the old is hard. Acknowledging that makes the new possible.
— OUR CORE BELIEF —