Little Belle's Mama

Change is a constant part of life, whether in personal growth, relationships, or the workplace. However, people experience change in different ways, and their reactions can determine success or failure. The Four Rooms Model, also known as the Four Rooms of Change, helps explain how individuals and organizations move through different emotional and mental states during transitions. Created by Swedish psychologist Claes Janssen, this model describes four psychological “rooms” that people go through when facing change: Contentment, Denial, Confusion, and Renewal. Understanding these stages can help people navigate challenges more effectively and grow in both personal and professional life.

The first room is Contentment, where things feel stable and comfortable. In this stage, people are satisfied with their current situation and see no reason for change. This can be a positive place, where confidence and productivity are high. For example, an employee in a well-paying job with supportive colleagues and a manageable workload may feel content and enjoy coming to work every day. Similarly, in a personal relationship, two partners who communicate well and understand each other may feel happy and secure. However, the risk in this room is complacency. When people stay in contentment too long, they may ignore potential problems or opportunities for growth. A company that is successful but refuses to innovate might eventually fall behind competitors. Contentment is comfortable, but staying there forever can lead to stagnation.

Denial is the room people enter when change begins but is not fully accepted. This is often the most difficult stage because it involves resistance. People in this stage refuse to acknowledge that change is happening or needed. An employee who learns that their company is restructuring may ignore the possibility that their role will change or be eliminated. They might continue working as if everything is normal, hoping the situation will go away. In relationships, someone who notices growing distance with their partner but avoids discussing it is also in the denial room. The challenge of this stage is that refusing to face reality delays necessary adjustments. Instead of preparing for change, people in denial waste time hoping things will stay the same. Eventually, when reality becomes unavoidable, the transition is much harder than it would have been with early acceptance.

The third room is Confusion, where people acknowledge change but struggle with uncertainty. This stage is often marked by frustration, anxiety, or even fear. When an employee realizes their job role is shifting, they may feel lost about their future. Questions like “Will I still be valued here?” or “What if I fail in a new role?” can create stress. In personal life, confusion might occur after a major life event like a breakup, job loss, or moving to a new city. The person knows change has happened but feels unsure of what to do next. While this stage can be emotionally challenging, it is also a time of growth. Confusion forces people to explore new possibilities, rethink their priorities, and develop resilience. The key to moving forward is to embrace uncertainty rather than fight it. Seeking advice, learning new skills, or simply allowing time to process emotions can help navigate this stage more smoothly.

Renewal is the final room, where people accept and adapt to change. This is a stage of fresh energy, new opportunities, and confidence. A person who once feared a career shift may now feel excited about a new role or company. A couple who faced difficulties in their relationship but worked through them may find themselves stronger than before. A business that embraced innovation instead of resisting it may discover a new market advantage. Renewal is where personal and professional transformation happens. The person who once doubted their ability to handle change now sees it as an opportunity rather than a threat. This stage does not mean everything is perfect, but it does mean that people have adjusted their mindset and are ready to move forward.

One of the most important lessons of the Four Rooms Model is that movement between the rooms is not always linear. People may go back and forth between denial and confusion before reaching renewal. Some may even revisit contentment after renewal, only to face new changes that push them into the cycle again. Understanding this model helps people recognize where they are in the process and take active steps to progress rather than get stuck.

Consider a company going through a major transformation, such as switching to a remote work model. Some employees may remain in contentment, happy with the flexibility and new opportunities remote work brings. Others may be in denial, refusing to believe that traditional office culture is gone for good. Some may experience confusion, struggling with the lack of structure and social interactions they were used to. Finally, those who reach renewal find new ways to be productive and build virtual relationships. Recognizing where each person is in the process allows leaders to provide the right support. Instead of forcing immediate adaptation, they can help employees move through the rooms at their own pace, offering guidance and reassurance along the way.

Another example can be seen in personal fitness. Imagine someone who has always been content with their health until they receive a medical warning about weight or blood pressure. At first, they may go into denial, convincing themselves that their lifestyle is fine. When symptoms worsen, they enter confusion, unsure about how to start making changes. After researching, trying different approaches, and gradually adjusting, they reach renewal by developing a consistent exercise and nutrition routine. This transformation may not be instant, but by acknowledging the different stages, they are able to move forward instead of staying stuck in fear or resistance.

The Four Rooms Model is useful not just for individuals but also for leaders, educators, and organizations. A teacher introducing new teaching methods may recognize that some students are in denial, resisting new technology, while others are in confusion, trying to understand how to adapt. A team leader managing a difficult transition may notice that some employees are struggling emotionally, while others have already embraced change. Recognizing these different stages allows for better communication, support, and motivation.

Change is never easy, but understanding how people experience it can make a significant difference. The Four Rooms Model provides a simple yet effective way to navigate transitions by identifying emotions and mental states along the way. Whether dealing with personal growth, workplace challenges, or major life transitions, acknowledging these stages helps people move forward with clarity and confidence. The key is to avoid getting stuck in any one room for too long. Contentment is great, but too much can lead to stagnation. Denial is natural, but refusing to accept reality can cause harm. Confusion can be overwhelming, but it is also a necessary part of growth. Renewal brings new opportunities, but it does not mean challenges will never arise again. By recognizing where they are in the cycle, individuals and organizations can face change with resilience and emerge stronger on the other side.