THE FOUR STAGES OF REACTION TO CHANGE

1. SHOCK. In the shock phase, people feel threatened by anticipated change. They may even deny its  existence: “this isn’t happening.” They become immobilized and often shut down in order to protect themselves. People feel unsafe, timid, and unable to act, much less take risks. Needless to say, productivity drops during this stage.
2. DEFENSIVE RETREAT. Eventually people caught in a change vortex move from shock to defensive retreat. They get angry and lash out at what has been done to them, even as they hold on to accustomed ways of doing things. They attempt to keep a grip on the past while decrying the fact that it’s changed. This conflict likewise precludes taking risks; the situation is perceived as too unsafe.  
3. ACKNOWLEDGMENT. Eventually, most people cease denying the fact of change, and acknowledge that they have lost something. They mourn. The psychological dynamics of this stage include both grief and liberation. Thus, one can feel like a pawn in a game while also being able to view that game with some degree of objectivity and psychological distance. At this point the notion of taking risks becomes more palatable and people begin to explore the pros and cons of the new situation. Each “risk” that succeeds builds confidence and prepares people for more. 
4. ACCEPTANCE AND ADAPTATION. Most people eventually internalize the change, make any needed adaptations, and move on. They see themselves “before and after” the change and, even if it’s a grudging acknowledgment, they consider the change “for the best”. In some cases, people actively advocate for what they had previously opposed. Acceptance and adaptation means relinquishing the old situation, as well as the pain, confusion, and fear experienced in the earlier stages of change.  (Harvard Business School Press, Boston, Massachusetts)