This is a recap of our PeopleUnboxed webinar, exploring how to navigate change with more confidence, clarity and self-awareness.

Change is one of those things that everyone experiences, but almost no one feels fully prepared for. In our May 2026 webinar, Arlene and Jo unboxed the emotions the change curve can evoke, where to focus your energy when things feel uncertain and how to communicate more confidently through it all.

You can catch the full webinar here, but if you would prefer to read along, you are in the right place…

Why does change matter?

It is easy to resist change as our brains are wired to prefer the familiar, which is why comfort zones exist. But, standing still usually means falling behind, because things move whether we like it or not, so doing nothing is not always a helpful decision.

Change helps us move forward. At work, it helps organisations respond to shifting markets, customer expectations or shifting priorities. On a personal level, it stops us getting stuck in habits and ways of working that no longer serve us. And crucially, every time we push through something unfamiliar and come out the other side, we build confidence that we can do it again.

Change also creates space to step back and rethink what matters, how we can do things differently, often better, rather than just repeating what we’ve always done. And when change is handled well, it doesn’t just improve results, it also makes work feel more meaningful.

Personal values act as our anchors.

During change, you can’t control everything that’s happening around you, but you can control how you show up.

So, when things around us are shifting, our values keep us grounded. Values work like anchors, not because they stop change from happening, but because they give us something steady to hold onto while things are moving around us. What changes is how those value shows up.

During the session, Arlene and Jo explored the role of personal values… and participants shared in the chat their responses: honesty, integrity, fairness, empathy, courage, autonomy were just a few mentioned.

A good question to ask yourself: What is my top value, and how does it help me stay steady when things feel uncertain? Or if you are a manager, what are your teams’ values. The answers can guide how you show up, how you make decisions and how you treat yourself and others along the way.

The Change Curve.

One of the centrepieces of the session was Kübler-Ross’s Change Curve. A based on observations of how people cope with life-changing personal events, but it has also shown to be true in terms of how we deal with less significant changes, such as change at work. It maps remarkably well how we experience change, and the stages of reaction and emotion, we work through:

Phase 1: Ending

Any change signals a loss of the familiar. Before something new can take place, something old has to end.  As people begin to disengage from the past they will experience a range of strong emotions; from initial denial of what is happening, to anger and resentment at being put through it, and then a sense of helplessness which may be characterised by a lack of energy and motivation.

Emotions in this phase can include: disbelief, confusion, fear, helplessness, resentment.

Phase 2: Neutral Zone

Defined in the session as the most dangerous, this is a confusing in-between state, when it is clear there is no going back but it is not yet clear how to get to the new. It is the most creative phase as well as the most frightening. During this phase, people may experience excitement and enthusiasm, but also confusion, a lack of coherence, and some frustration as they seek to discard some of their old ways of working and experiment with new ideas.

Emotions in this phase can include: indifference, determination, hope, acceptance.

Phase 3: Beginning

As the chaos begins to recede and the change begins to crystallize, the new beginning energises people. People begin to see new opportunities emerge and see how with some adjustments they can master their role. They will have a fairly clear focus as to what they should be doing, and the emphasis will be on co-operation, teamwork and goal setting

Emotions in this phase can include: relief, optimism, resolve, openness.   

Important points to note:

• The change curve is not time-framed
• People can move backwards as well as forward
• People can get stuck at one stage
• It does not matter if the change is seen as positive or negative Denial & shock: Acknowledge your feelings, don’t bottle them up. Talk to a trusted friend, family member, or therapist. Allow yourself time to process, big changes require adjustment. Don’t rush yourself. Resistance & anger: Express your concerns constructively, don’t be afraid to voice your worries but do so in a respectful way. Identify what you’ll miss, acknowledge and validate your feelings of loss about the old way. 

• The danger point is phase 2 (Neutral), as this is “make or break” time

Navigating emotions.

 The Change Curve helps us understand these stages, but how do we actually deal with those emotions and navigate the bumps? Here are some tips for each stage:

• Denial & shock:  Acknowledge your feelings, don’t bottle them up. Talk to a trusted friend, family member, or therapist. Allow yourself time to process, big changes require adjustment. Don’t rush yourself.
• Resistance & anger: Express your concerns constructively, don’t be afraid to voice your worries but do so in a respectful way. Identify what you’ll miss, acknowledge and validate your feelings of loss about the old way. 
• Bargaining: See if there’s room for compromise, while you may not be able to alter the core change, explore possibilities for adjustment. Focus on what you can control, shift your energy from what you can’t change to what you can influence.
• Depression: Seek support: Don’t isolate yourself. Talk to loved ones or join a support group. Acknowledge your feelings, but don’t dwell on them, it’s okay to feel sad or angry, but don’t let these emotions consume you. Practice self-care: prioritise activities that nourish your mind and body – exercise, hobbies, relaxation techniques.
• Acceptance: Focus on the positive aspects of the change, look for potential benefits and opportunities for growth. Reframe your perspective, see the change as a chance to learn and develop new skills.
• Most importantly, remember be patient: Moving through the change curve takes time so don’t get discouraged if you take a step back sometimes. Celebrate small wins, acknowledge your progress, no matter how small. Focus on the future, while it’s important to learn from the past, don’t dwell on it. Look forward to what possibilities lie ahead.

By understanding your emotions and employing these strategies, you can navigate the change curve with greater resilience and emerge stronger on the other side.

The change curve helps us understand what we feel during change. What it doesn’t answer is where to put our energy when things feel uncertain. We can’t control the change, but we can control our response, and that’s what this next tool helps us focus on.

Circle of Influence.

A key practical tool introduced in the session was Stephen Covey’s Circle of Influence, a framework from his book Seven Habits of Highly Effective People that’s become a favourite at PeopleUnboxed for good reason.

The concept of circle of concern, influence, and control are all about understanding what matters to you and how much power you have to affect it. Here’s a breakdown of each:

• Circle of Concern: This is the biggest circle and encompasses everything that you’re aware of and worried about. It includes world events, the weather, your health, your relationships, basically anything on your radar.
• Circle of Influence: This circle sits inside the circle of concern and represents the things you can potentially affect. You might not have complete control, but your actions can influence the outcome. This could be your attitude, your work ethic, how you communicate with others, or your efforts towards a goal.
• Circle of Control: This is the smallest circle and represents the things you have direct control over. These are your thoughts, feelings, behaviours, and choices. You can’t control how others react or what life throws your way, but you can control how you respond.

The insight here is deceptively straightforward: the more we direct our energy towards the outer circle (things we genuinely can’t control, like the weather) the more stressed, anxious, and stuck we become. When we focus our energy on what we can influence and control, we reclaim a sense of agency even in the middle of change.

Use the Circle of Control to navigate change and help you focus on what you can influence and adapt to, even when things are shifting around you. Here’s how it can be beneficial:

• Empowerment: By identifying what’s within your control (your reactions, habits, goals), you can take action and feel a sense of agency in the midst of change.
• Focus and prioritisation: Focus on things like developing new skills, adjusting routines, or changing your perspective (all within your control) to adapt to the changing situation.
• Reduced stress: By understanding what you can’t control (external factors, other people’s actions), you can let go of anxieties and focus on what you can influence, reducing overall stress levels.
• Increased resilience: Focusing on what you can control allows you to roll with the punches, adapt and be flexible to find new ways to thrive in different circumstances.
• Acceptance: This allows you to let go of the need to control everything and focus on what you can do to navigate the change in a positive way.

It’s also worth remembering that these circles aren’t static. There may be some overlap between influence and control, and situations can change. The important thing is to be aware of what you can and can’t control and focus on what brings you the most power to navigate your life.

Empowered communication.

This isn’t about pushing back or challenging decisions around the change, it’s about asking the right questions, getting clarity to reduce uncertainty and staying engaged rather than shutting down during change.

During change, empowered communication sounds like this:

• Help me understand
• What does this mean for me / others?
• What stays the same?
• What can I influence right now?

Notice how these questions and statements sit firmly in our circle of influence and control? We’re not arguing the change, we’re looking for clarity, impact and what we can do next.

Here are some practical tips for feeling empowered to ask questions during change:

• Recognise the value of your questions: Your questions are important! They demonstrate your interest and desire to understand.
• Shift your perspective: Don’t see asking questions as a sign of weakness. View it as a way to take control and participate in the change process.
• Find the right people: Identify who has the information you need and approach them in a respectful manner.
• Frame your questions well: Be clear, concise, and specific about what you’re asking. Focus on understanding rather than confrontation.
• Don’t be afraid of follow-up questions: If the initial answer doesn’t fully address your concern, don’t hesitate to ask for clarification.

By understanding the benefits of asking questions and employing these tips, you can feel more empowered to participate actively during times of change. Remember, open communication is a two-way street, and your questions are valuable for a successful transition.

A helpful ‘how to communicate through change’ resource is available on our website here.

Key takeaways.

The session closed with a handful of reminders that are worth keeping close:

• Recognise your own emotions and remember they won’t look the same as anyone else’s
• Be patient with yourself, moving through the change curve takes time and that’s okay
• Focus on what you can control, rather than what you can’t
• Use your values as a compass to guide how you show up
• Ask questions so you don’t sit in uncertainty
• Celebrate the small wins, progress is progress, whatever the size.

If this resonated with you, we’d love to hear about it. And if you collaborating with a team going through change right now, get in touch with Arlene and Jo!

A reminder, you can catch the full webinar recording here.