This article considers the difficulty of implementing change in a university workplace and discusses the popularity of 'the Valley of Despair' change curve as a way of predicting and managing resistance to change. The Valley of Despair is based on Elisabeth Kübler-Ross's (1970; 2005) work with the dying and bereaved, and posits that people going through change will experience a predictable series of emotions: denial, anger, bargaining, depression and acceptance (a sequence often termed 'DABDA'). Questions are raised about both the validity of this model and its value as a lens through which to view change in the Higher Education sector. It is suggested, however, that other metaphors of bereavement may provide helpful insights to those hoping to guide university staff through change.