Satir Change Model
The Satir Change Model is a widely-used framework for understanding how people and organizations handle changes. Created by family therapist Virginia Satir, it helps leaders and change managers guide teams through transitions. The model describes predictable stages that people go through during change: Late Status Quo (current situation), Resistance, Chaos, Integration, and New Status Quo. It's similar to other change management frameworks like Kotter's 8-Step Model or the ADKAR Model, but it specifically focuses on the emotional journey and performance levels during change. Change managers and consultants use this model to plan transitions and help people adapt to new ways of working.
Examples in Resumes
Led organizational restructuring using the Satir Change Model to guide 200+ employees through transition
Applied Satir Model principles to help teams navigate post-merger integration
Trained managers in using the Satir Change Process to support their teams during system implementation
Typical job title: "Change Management Consultants"
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Where to Find Change Management Consultants
Professional Organizations
Online Communities
Learning Resources
Example Interview Questions
Senior Level Questions
Q: How would you use the Satir Change Model to manage resistance in a large-scale organizational change?
Expected Answer: A senior practitioner should explain how they would identify signs of resistance, create support systems for the chaos stage, and develop strategies to help people move through each stage of the model. They should provide examples from past experience.
Q: How do you measure the effectiveness of change initiatives using the Satir Model?
Expected Answer: Should discuss specific metrics for each stage of the model, ways to track progress, and methods for adjusting the approach based on feedback and results. Should include both quantitative and qualitative measures.
Mid Level Questions
Q: Describe the five stages of the Satir Change Model and how you would explain them to stakeholders.
Expected Answer: Should be able to clearly explain each stage (Late Status Quo, Resistance, Chaos, Integration, New Status Quo) in simple terms and provide practical examples of what to expect in each phase.
Q: How do you support employees during the Chaos stage of the Satir Model?
Expected Answer: Should describe specific support strategies like communication plans, training programs, coaching sessions, and ways to maintain productivity during the challenging chaos phase.
Junior Level Questions
Q: What is the Satir Change Model and why is it useful in change management?
Expected Answer: Should provide a basic overview of the model's stages and explain how it helps understand people's reactions to change. Should mention its practical application in organizational changes.
Q: What are some common reactions you might see during the Resistance stage?
Expected Answer: Should identify typical behaviors like questioning the change, expressing concerns, and showing reluctance, along with basic strategies for addressing these reactions.
Experience Level Indicators
Junior (0-2 years)
- Basic understanding of change management principles
- Ability to explain the Satir Model stages
- Experience in supporting change initiatives
- Basic stakeholder communication
Mid (2-5 years)
- Implementation of change management plans
- Stakeholder management and engagement
- Change impact assessment
- Training and coaching skills
Senior (5+ years)
- Strategic change leadership
- Complex transformation program management
- Executive stakeholder management
- Change methodology design and adaptation
Red Flags to Watch For
- No practical experience applying change management models
- Lack of understanding of human dynamics in change
- Poor communication or facilitation skills
- No experience measuring change success
Related Terms
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