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Isaac Asimov was an American professor of biochemistry at Boston University. But he was most well known as a one of the most prolific writers of science fiction and popular science books. He was also famous for a quote.
The only constant is change.
Yet despite our understanding that change will always be a constant in our lives in some way, shape or form, why is it do difficult for most of us to understand, manage, or embrace change?
Accepting change is not easy. It often goes through phases and take times. The Kübler-Ross model, commonly known as the five stages of grief, was first introduced by Elisabeth Kübler-Ross in her 1969 book, On Death and Dying. Understanding this model can help one cope with change.
Readers can quickly refer to wikipedia that explains these five stages, which could be modified for any situation. The stages Kubler-Ross identified are:
Denial (this isn't happening to me!)
Anger (why is this happening to me?)
Bargaining (I promise I'll be a better person if...)
Depression (I don't care anymore)
Acceptance (I'm ready for whatever comes)
The giraffe video explains the steps of the Kubler-Ross model in a lighthearted manner. It's important to note that not everyone goes through every step in exactly the same order, nor always experience all of the stages.
The Kubler-Ross model is often associated with grief, tragic loss, or illness. But many believe it could be applied to change and change management within an organization? It could obviously applied when someone loses their job but what about some other scenarios within an organization like a boss or mentor leaving or being laid off, other people around you losing their jobs, the ending of a major project, or a change in upper management?
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S. Shariq Yosufzai, VP Global Diversity, Ombuds, and University Affairs for Chevron Corporation, sat down to chat with AIChE Director of Publications and Communications Steve Smith, at the 2013 Spring Meeting and 9th GCPS.
They spoke about Chevron's history of support of AIChE, the importance of soft skills for young engineers, and diversity in the workplace. Shariq, who is an AIChE fellow, the inaugural winner of AIChE's Industry Leadership Award, and the winner of the 2013 Fuels & Petrochemicals Division Annual Award, talks specifically about Chevron's sponsorship of AIChE's student programs, ScaleUp and Chem-E-Car. In addition, he spoke about the importance of young engineers using AIChE as a leadership laboratory to develop soft skills, and Chevron's commitment to diversity in the workplace.
You can watch this interview in the video panel at right.
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