Satir Change Model
Virginia Satir's 5 phases of change with chaos at the center.
PURPOSE
Change processes rarely follow a linear path, and the chaos in the middle catches many participants off guard. The Satir Change Model helps leaders and teams understand and normalize the emotional phases of change. It provides orientation during turbulent transition phases and reduces the fear of the temporary performance dip.
HOW TO USE
You use the model to explain the typical phases of change to the team: Status Quo, Resistance, Chaos, Integration, and New Status Quo. During the Chaos phase, it's important to provide support and not rush back to the old ways. Leaders can use the model to assess where the change currently stands and choose appropriate interventions.
WHAT IT IS
The Satir Change Model is a change model by family therapist Virginia Satir with five phases. It describes the typical progression of change: Late Status Quo, Resistance, Chaos, Integration, and New Status Quo. What makes the model distinctive is the central role of the Chaos phase, where performance initially drops before rising to a new, higher level.
EXAMPLE
Example: Your company is introducing agile ways of working, and after initial enthusiasm, there is now chaos and frustration. With the Satir Change Model, you explain to management that this chaos is a normal phase in the change process. You help them understand that after the transforming element comes integration — they need to persevere now rather than give up.