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