Change and the Individual
What you must understand
Individual change is about how people move from a current to a future way of working. Learn the core models: Bridges' transition (ending, neutral zone, new beginning), the adjustment curve (shock, denial, frustration, depression, experiment, decision, integration), ADKAR (Awareness, Desire, Knowledge, Ability, Reinforcement), Lewin's individual unfreeze–change–refreeze, and the conscious competence ladder. Also know motivation and difference: Maslow, Herzberg, Theory X/Y, personality, learning preferences and emotional response. Resistance is information about the change, not automatically disloyalty.
Traps
Questions often blur individual and organisational models - Kotter's steps are organisational; Bridges is individual. Another trap is treating the curve as a fixed timetable: people loop, skip and move at different speeds. Training builds knowledge, not ability; ability needs practice, tools, coaching and reinforcement. Do not assume a single communication event creates awareness or desire.
Worked rule of thumb
Use ADKAR as a diagnostic. If staff say 'we understand and we want to, but we are not doing it', knowledge and desire may be adequate while ability is low. Look for barriers: lack of practice, unclear tools, manager coaching, or no reinforcement. Fix the lowest broken element first. If awareness is missing, do not pile on training. If reinforcement is missing, new behaviours decay.