Editing Virginia Satir (section)

==Process of Change Model==
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Another of Satir's work that would have lasting impacts on many fields, including organizational management,<ref name=":1" /> is the Process of Change model. This model illustrates how individuals go through change and how they can cope with such change to improve their relationship with each other. The Process of Change Model is divided into four stages: late status quo, chaos, practice and integration, and new status quo.

In the first stage of change, the late status quo, Satir argued the individual is in a predictable environment. Status quo involves a set routine, fixed ideas about the world, and an established behavior. This stage is all about predictability and familiarity.

The second stage of change is chaos. Chaos, as described by Satir, occurs when something in the environment or in the individual changes. This change brings a sense of unfamiliarity and the previously stable routine can no longer be held. In the stage of chaos, here are many strong feelings like sadness, fear, confusion, stress, among others. Satir argues that in the change stage of chaos, therapists must help families and individuals navigate these emotions.<ref name="satirglobal.org" />  

The third stage of change is practice and integration. In this stage new ideas are being implemented and individuals are figuring out what works best. Like any other skill, it requires patience and practice.

The final stage of change is the new status quo. In this stage, the new ideas, behaviors, and changes are not so new anymore. Individuals tend to acclimate to the change, figure out what works, and become better at their new skill.

Satir points out that this change process is not linear. On some occasions, individuals might have found a temporary coping skill or solution, but if it does not bring the desired results, they might regress to the stage of chaos. For this reason, it is important that therapists are aware of this process to help guide their clients.<ref name="satir" />