For a long time now it has been recognized that during any change people go through certain stages. These stages, as they progress over time, change the way we are seen by others and how we feel about ourselves. These stages can be plotted on a graph known as the Change or Competence Curve.

1. Competence curve

2. Prepared By
Manu Melwin Joy
Research Scholar
School of Management Studies
CUSAT, Kerala, India.
Phone – 9744551114
Mail – manu_melwinjoy@yahoo.com
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Please seek permission to reproduce the same in public
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3. Content
• Introduction.
• Competence curve.
– Stage 1 – Immobilization.
– Stage 2 – Denial.
– Stage 3 – Frustration.
– Stage 4 – Acceptance.
– Stage 5 – Development.
– Stage 6 – Application.
– Stage 7 – Completion.
• Physis

4. Introduction
• For a long time now it has been
recognised that during any
change people go through certain
stages.
• These stages, as they progress
over time, change the way we are
seen by others and how we feel
about ourselves.

5. Introduction
• These stages can be plotted on
a graph known as the Change
or Competence Curve.
• Julie Hay matched stages in
the competence curve against
stages in the developmental
cycle (Hay 1992).

6. Competence Curve

7. Cycles of development
Stage 1
• Stage : Being.
• Competence : Immobilization
• Activity - During a change there will
be a period where we feel "frozen"
or "locked up"; for a while we are
almost in a state of shock, unable
or unwilling to make decisions. In a
change like having a new job we
may just want to be - to sit at our
desk or just be around work
colleagues. This would be a time to
consider past successes. It might
be useful to spend some time
pampering ourselves doing things
where we can just be. It is useful to
plan ways to look after yourself.

8. Cycles of development
Stage 2
• Stage : Doing.
• Competence : Denial.
• Activity - During this stage we may appear to
be very active as we look to be busily
occupied doing things. In a new job we may
find that we do what we used to do. We fall
back on the old and tried and tested
techniques that worked in the past. If things
have changed however, these activities are
likely to be unhelpful or unnecessary or even
unwanted in the new situation we are in. We
might feel better because we are active and
doing something. Our managers, on the
other hand, may experience frustration as it
appears that we are not doing the job that
we were taken on for. During this stage it is
useful to have someone that we trust who
will give us feedback on our behaviour, to
help us grasp the new reality we are in and
yet at the same time understanding the
need to be active.

9. Cycles of development
Stage 3
• Stage : Thinking.
• Competence : Frustration.
• Activity - Eventually it dawns on us that
what we are doing is not actually what is
required. This is a period where, through
feedback or our own insights, we stop
denying the change and its effect. We
start to question our abilities and so
appear less confident and less
competent, and this is how we feel too.
Things are just not working out and so
there is a feeling of frustration. At this
stage we are thinking about the change.
During this stage it is useful to recognise
that we may feel angry and make
arrangements in our life to let off steam
safely.

10. Cycles of development
Stage 4
• Stage : Identity.
• Competence : Acceptance.
• Activity - The identity stage would
suggest that here we are becoming
clear about our new role. It is the
period where we discover how we
should be in order to fit in with the
new circumstances we find
ourselves in. In the new job, for
example, we are discovering our
role and understanding better what
is expected of us and what we
expect of ourselves. It is helpful
now to look back at where we were
least effective in the past in order
to decide how to develop in the
future.

11. Cycles of development
Stage5
• Stage : Skills.
• Competence : Development.
• Activity - Now we are ready to learn
to cope with the new situation and
make sense of our new identity, or
our new identification with our part
in our new situation. Everything is in
place for us to start a learning curve
and to develop. In the example of a
job we would start thinking about
courses and plan to develop learning
activities that would develop skills
and knowledge to do the job that we
are in. Now is the time for managers
to help the worker make these
learning plans, planning not just for
courses but other activities that will
promote development.

12. Cycles of development
Stage6
• Stage : Integration.
• Competence : Application.
• Activity - Here we apply our skills in
the new situation appropriately. We
feel more engaged and confident, and
it is a time when we can usefully use
previous behaviour, knowledge and
skills integrated and compatible with
our new identity. In the work setting
we will be seen to have "got the job
under our belt". We would be able to
incorporate old skills and knowledge
in a way that is congruent with the
new expectations of us. During this
stage it is helpful to review `old` skills
and review what worked in the past
whilst asking the question; is this
appropriate here and now?

13. Cycles of development
Stage 7
• Stage : Recycling.
• Competence : Completion.
• Activity - At this stage we are
completely at ease with the
new situation. It is almost as if
there has not been a change. In
the work setting we feel on top
of the job and may be looking
for fresh challenges, either by
expanding our present job or by
looking for a new one. At this
stage do congratulate yourself
for having completed the
transition.

14. Physis
• The spiral of development is a
metaphor to describe a complex
system and like all metaphors
fails in its description when
pushed too far. Having said this I
would like to suggest that
recycling should not be seen as
going round in circles, rather the
spiral should be seen as moving
upward, powered by the life
force we all have to continue
developing. Eric Berne called this
life force Physis (1971).

15. Thank You

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