phases of individual change
Phase 1: Unconsciously Unskilled
This is when you are new to a role or a company and “we don’t know what we don’t know because it is too new” (Pilcher & Studer, 2015). This is when you are living in happy oblivion, unaware of the new skills needed to succeed in your new role. Your competency level builds as you learn how to use your skills within a new environment. Lean on your leader for guidance, this is the time to start a meaningful relationship that will see you through the next phase of change.
Phase 2: Consciously Unskilled
In this phase, you start to become aware of gaps in your knowledge or skills. This phase is a crucial time to build a mentor relationship and enroll in skill-building opportunities. If you have not been assigned a mentor, ask for one. Checking in with leaders during this phase helps navigate the bumps on the road. A one-on-one conversation will help reduce anxiety that comes with this level of self-awareness.
Phase 3: Consciously Skilled
Once you have identified the skills needed to perform at your best, you begin to build processes around your responsibilities (i.e. checklists, calendar organization). You likely still feel a certain level of insecurity or anxiety during this period of change, but are better equipped to march forward. It is crucial to take advantage of continuous mentoring and development opportunities. At this stage, the skills are being developed for an employee to become a high performer.
Phase 4: Unconsciously Skilled
Finally, your projects, skills, and other responsibilities will come naturally. Getting to this phase can take time. You will have gotten into the groove of your responsibilities and repetition of skills have made them second nature. This is the time to seek continuous improvement. Continue to consult with mentors and learn skills that may emerge as your opportunities unfold.