Download - Managing Transitions
Managing TransitionsBridges’ Model of Handling Change
Rev. David Eisenmenger, MAMFT
Director of Education, Programming and Research
Spirituality Pillar
Change vs. Transition
• Change is situational
• Transition is psychological
Change vs. Transition
The Difference is Subtle
Change
• External process
• Happens to people
• Tends to move quickly
Transition
• Internal process
• People Choose it
• Tends to move more
slowly
Three Phases of Transition
• Ending, Losing, and Letting Go.
• The Neutral Zone.
• The New Beginning.
TranBridges Model of Transition
Transition starts with an
endingWhen you transition to having your first child, this may be the end of:• Extra sleep• Extra money• Extra time alone• Any time alone
Transition starts with an
ending
When you transition to a new neighborhood you may be faced with finding a new:• Grocery Store• Doctor• Dentist• Neighbor
Transition happens…
• Unevenly
• Concurrently
• At people’s own pace
Phase 1: Ending, Losing and
Letting Go
Ending, Losing, Letting Go
• Occurs when people are first presented with change
• Marked by resistance and emotional upheaval
Ending, Losing, Letting Go• People may experience these emotions:
– Fear– Denial– Anger– Sadness– Disorientation– Frustration– Uncertainty– A sense of loss
Ending, Losing, Letting Go
• People have to accept that something is ending before they can begin to accept the new idea.
• If you don't acknowledge the emotions that people are going through, you'll likely encounter resistance throughout the entire change process.
Guiding People Through Phase 1
• Accept people's resistance
• Understand their emotions
• Listen empathically
• Communicate openly about what's going
to happen
Guiding People Through Phase 1
Phase 2: The Neutral Zone
The Neutral Zone
• Limbo phase
• Re-patterning
The Neutral Zone
• Bridge between old and new
• Attached to the old
• Adapting to the new
Here, people might
experience:• Resentment towards the change initiative.
• Low morale and low productivity.
• Anxiety about their role, status or identity.
• Skepticism about the change initiative.
This Phase can also be a period
of: • Creativity
• Innovation
• Renewal
Guiding People Through Phase 2
Phase 3: The New Beginning
Phase 3: The New Beginning
• Acceptance and energy
• Change being embraced
• Building new skills
At this Phase, people are likely to
experience:
• High energy.
• Openness to learning.
• Renewed commitment to the group or their role.
Guiding People Through Phase 3
• Celebrate the change
• Reward your team
• Beware of complacency
Resources
• Bridges, William. Managing Transitions,
3rd Edition, DeCapo, 1991