Kubler-Ross Curve
The Kubler-Ross Curve, also known as the Change Curve or the Five Stages of Grief, is a model that helps explain how people react to major changes in organizations. Originally created to describe how people cope with loss, it's now widely used in business to understand and manage employee reactions during organizational changes like mergers, restructuring, or new system implementations. The model describes how people typically move through stages of denial, anger, bargaining, depression, and acceptance when facing change. Change management professionals use this understanding to better support employees and make organizational changes more successful.
Examples in Resumes
Applied Kubler-Ross Curve principles to support staff during major system implementation
Created change management strategy based on Change Curve methodology
Led workshops explaining Kubler-Ross Change Model to help managers support their teams during reorganization
Typical job title: "Change Management Professionals"
Also try searching for:
Where to Find Change Management Professionals
Professional Associations
Online Communities
Learning Resources
Example Interview Questions
Senior Level Questions
Q: How would you use the Kubler-Ross Curve to plan a major organizational change?
Expected Answer: A strong answer should explain how to identify where different employee groups are on the curve, create targeted support strategies for each stage, and measure progress through the stages. Should include examples of successful applications.
Q: How do you adapt the Change Curve model for different organizational cultures?
Expected Answer: Should discuss how cultural factors affect progression through the stages, how to modify communication and support strategies for different environments, and provide examples of adaptations.
Mid Level Questions
Q: What interventions would you recommend for employees stuck in the 'anger' stage of the Change Curve?
Expected Answer: Should describe specific support strategies like listening sessions, feedback channels, and involvement in change process, with emphasis on practical application.
Q: How do you measure progress along the Change Curve?
Expected Answer: Should explain various measurement methods like surveys, feedback sessions, and behavioral indicators to track where employees are in the change journey.
Junior Level Questions
Q: Can you explain the five stages of the Kubler-Ross Curve?
Expected Answer: Should clearly explain denial, anger, bargaining, depression, and acceptance stages in organizational change context, with basic examples of each.
Q: What are some common signs that an employee is moving through the stages?
Expected Answer: Should identify basic behavioral indicators for each stage and demonstrate understanding of normal progression through change.
Experience Level Indicators
Junior (0-2 years)
- Basic understanding of change models
- Supporting change communications
- Stakeholder mapping
- Basic change impact assessment
Mid (2-5 years)
- Change readiness assessments
- Resistance management
- Training program development
- Change measurement and tracking
Senior (5+ years)
- Complex change strategy development
- Executive stakeholder management
- Large-scale transformation leadership
- Change methodology adaptation
Red Flags to Watch For
- No understanding of basic change management principles
- Unable to explain how to handle resistance to change
- Lack of experience with stakeholder management
- No knowledge of change measurement methods
- Poor communication skills
Related Terms
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