Help people make a smooth transition during change.
People are often quite uncomfortable with change, for all sorts of understandable reasons.
This can lead them to resist it and oppose it.
This is why it's important to understand how people are feeling as change proceeds, so that you can guide them through it and so that – in the end – they can accept it and support it.
Bridges' Transition Model helps you do this. We'll explore the model in this article.
The Transition Model was created by change consultant, William Bridges, and was published in his 1991 book "Managing Transitions."
The main strength of the model is that it focuses on transition, not change. The difference between these is subtle but important. Change is something that happens to people, even if they don't agree with it. Transition, on the other hand, is internal: it's what happens in people's minds as they go through change. Change can happen very quickly, while transition usually occurs more slowly.
The model highlights three stages of transition that people go through when they experience change. These are:
"When I started using Mind Tools, I was not in a supervisory position. Now I am. Along with that came a 12% increase in salary." – Pat Degan, Houston, USA
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