Navigating Transitions
“The essence of life takes place in the neutral zone phase of transition. It is in that interim spaciousness that all possibilities, creativity and innovative ideas can come to life and flourish.”
—SUSAN BRIDGES
Change consultant William Bridges created the Transition Model in 1979, and developed it with Susan Bridges over the following four decades. The model highlights the difference between change and transition. Change happens to people. Transition, on the other hand, is internal: it's what happens in people's minds when facing and experiencing change.
You can use the model to understand how people feel as they transition through change. It has three distinct stages:
Ending, Losing, and Letting Go.
The Neutral Zone.
The New Beginning.
Be sure to avoid trying to jump straight to stage 3, as this will likely lead to resistance, distress and only partially effective change.
What is the difference between CHANGE and TRANSITION?
Change is the external event or situation that takes place: a new business strategy, a turn of leadership, a merger or a new product. A layoff or job loss. Change can happen very quickly.
Transition is the inner psychological process that people go through as they internalize and come to terms with the new situation that the change brings about. The starting point for dealing with transition is not the outcome but the endings that people have in leaving the old situation behind.
Change will only be successful if we address the transition that we experience during change.
What are the stages of transition?
Endings
Transition starts with an ending. This is paradoxical but true. This first phase of transition begins when people identify what they are losing and learn how to manage these losses. They determine what is over and being left behind, and what they will keep. These may include relationships, processes, team members, or locations.
Neutral Zone
The second step of transition comes after letting go: the neutral zone. People go through an in-between time when the old is gone but the new isn’t fully operational. It is when the critical psychological realignments and repatternings take place. It is the very core of the transition process.
This is the time between the old reality and sense of identity and the new one. People are creating new processes and learning what their new roles will be. They are in flux and may feel confusion and distress. The neutral zone is the seedbed for new beginnings.
New Beginnings
Beginnings involve new understandings, values, and attitudes. Beginnings are marked by a release of energy in a new direction – they are an expression of a fresh identity. Well-managed transitions allow people to establish new roles with an understanding of their purpose, the part they play, and how to contribute and participate most effectively. As a result, they feel reoriented and renewed.
Do you need help navigating a transition? Book a complimentary call with me to find out about my 1:1 Coaching Model
