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This script is intented to serve as an example for how Growth Product Managers can use Python to automate many data analysis and reporting tasks.

This script is also written for maximum readability and simplicity. It does some non-conventional things, like using global variables.

Skip to content. An example python script for pulling app analytics from Amplitude and doing some basic analysis GPL Dismiss Join GitHub today GitHub is home to over 50 million developers working together to host and review code, manage projects, and build software together.

Sign up. Go back. Launching Xcode If nothing happens, download Xcode and try again. The 5 stages included in this model are denial, anger, bargaining, depression and acceptance.

This book, as well as the model, was inspired by her association and work with patients who were terminally ill. The psychiatrist Kubler-Ross got inclined towards this subject because of lack of research and information on the subject of death and experience of dying.

She began her research by analyzing and evaluating those who were faced with death, but the examination took the form of a series of seminars and then patient interviews, etc.

This model and her research also improved the overall understanding as well as the procedures followed in medical care.

The 5 stages, according to her are transferable to different ways and degrees and may vary from person to person. Besides those who are faced by intimate death, this model also holds true in the case of others who may be faced by less serious physical conditions or trauma.

Some of these situations or cases include injury, disability, work issues, relationship problems and financial problems, etc. The Kubler-Ross Model also holds true when it comes to business, work or employment.

Every organization needs to bring about changes in its management and policies. But besides the improvement of systems, there must be a change in the people or employees as well.

If even in bringing about several changes in the systems and processes, the employees of your company persist in their old ways, and then the thousands of dollars invested will go to waste.

This is why it is important for the employees too to adapt and change accordingly. Only when the workforce of an organization makes personal changes, or transitions can the company move ahead and reap the benefits.

Every organization needs to support the employees in the process of making transitions or changes. These individual transformations can be traumatic and may involve a lot of power loss and prestige issues.

The easier it is for the employees to move along on their journey, the easier will it be for the organization to move towards success.

Thus, this impacts the success rate and overall profits experienced by the company. The Change Curve in business is thus a powerful model that can help one understand and deal with changes and personal transitions.

It helps to fathom how one will react to change and how to provide support during the process of change. It is essential to understand that we do not move along the stages in a linear direction or step by step.

A person tends to move into stages in a random order and may sometimes even return back to a previous stage after a certain point in time.

Each stage can last for a different time period, and it is possible for a person to get stuck in a particular stage and not move on from there.

The following are brief descriptions of each of the 5 stages of grief:. While some people totally resign and go into a deep state of low energy, others may try to make the most of the time left on their hand and explore new opportunities.

One has come to a point of peace and is prepared to take one whatever has to follow next. The Change Curve is a very trusted and reliable tool that can be used to understand the stage where people are when they are going through a major or significant change in life.

This insight not only helps doctors and healers understand the transition of patients but also helps managers in understanding the position at which employees are as far as adapting to change is concerned.

This can thus help managers in creating tailor made methods of communication and guidance for those on the path of change. At Stage 1 — This is the stage at which the employees or employee may be in a position of shock or denial.

They may need time to adjust to the changes and for a long time, they may deny that they need any. Here, as a manager or employer, the role should be to help employees understand why this is happening and how it can be helpful.

This stage demands communication so that employees can have full knowledge and can have their questions answered.

Employers must make it a point to avoid overwhelming the employees with a lot of information in one go and give it slowly and gradually.

At stage 2 — When finally the gravity of the situation settles in, and reality becomes clear, employees or workers may begin to feel fear from what lies ahead, and this may also turn into anger and resentment.

They have been in a comfort zone for so long and knowing that they need to learn, change and adapt may make them angry. This stage has to be managed very sensibly by managements and organizations because some employees tend to vent their anger a little too harshly.

Managers of groups experiencing chaos should plan for group performance to plummet during this stage. Until the members accept the foreign element, members form only halfhearted relationships with each other.

Chaos is the period of erratic performance that mirrors the search for a beneficial relationship to the foreign element.

All members in this stage need help focusing on their feelings, acknowledging their fear, and using their support systems.

Management needs special help avoiding any attempt to short circuit this stage with magical solutions. The chaos stage is vital to the transformation process.

The members discover a transforming idea that shows how the foreign element can benefit them. The group becomes excited.

New relationships emerge that offer the opportunity for identity and belonging. With practice, performance improves rapidly. For instance, an experienced accounting group must convert to a new computer system.

The group resists the new system fearing it will turn them into novices. But the members eventually discover that skill with this widely used system increases their value in the marketplace.

Believing that the change may lead to salary increases or better jobs, the members begin a vigorous conversion to the new system. Awareness of new possibilities enables authorship of new rules that build functional reactions, expectations, and behaviors.

Members may feel euphoric and invincible, as the transforming idea may be so powerful that it becomes a panacea.

Members in this stage need more support than might be first thought. They can become frustrated when things fail to work perfectly the first time.

Although members feel good, they are also afraid that any transformation might mysteriously evaporate disconnecting them from their new relationships and plunging them back into chaos.

The members need reassurance and help finding new methods for coping with difficulties. If the change is well conceived and assimilated, the group and its environment are in better accord and performance stabilizes at a higher level than in the Late Status Quo.

A healthy group is calm and alert. Members are centered with more erect posture and deeper breathing. They feel free to observe and communicate what is really happening.

A sense of accomplishment and possibility permeates the atmosphere. In this stage, the members continue to need to feel safe so they can practice.

Everyone, manager and members, needs to encourage each other to continue exploring the imbalances between the group and its environment so that there is less resistance to change.

The members of these organizations are not threatened or anxious about the types of situations that they used to experience as foreign element.

Instead, these situations excite and motivate them. For example, the customer services group of a computer manufacturer learns to adapt their repair policies and techniques to any new product.

Supporting a new computer system used to scare the group but not anymore. Management communicates and reinforces the vision of seamless new product support.

Some members influence the design of support features for the new products. Other members plan and teach training courses.

All members provide feedback to improve the process.


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