Making the Most of Career Transitions
In my recent blog, Navigating A Career Transition, I briefly covered the case of a client I called Carol, who was struggling with her career transition. Building on that discussion, this article delves deeper into the concept of transitions, drawing on William Bridges’ Transition Model. While my previous post provided an overview, this piece aims to provide a more comprehensive understanding of the transition process as a whole. By examining Bridges’ framework, I hope to offer valuable perspectives on how to manage not just career changes, but any significant transitions in our professional and personal lives.
Change is an inevitable part of life, especially in the workplace. But as many of us have experienced, it’s not just the change itself that poses a challenge—it’s the transition process that follows. William Bridges, in his insightful book Managing Transitions: Making the Most of Change, provides a powerful framework for understanding this process, helping leaders and individuals navigate change more effectively. One of the most useful tools he offers is his Transition Model, illustrated through a simple yet profound chart.
Fig. 1 The Three Phases of Transition
Because transition is a process by which people unplug from an old world and plug into a new world, we can say that transition begins with an ending and finishes with a beginning.
-W. Bridges
Bridges’ Transition Model breaks down the transition process into three distinct phases. Each of these phases represents a crucial part of the psychological journey that individuals undergo when adapting to change.
Phase 1: Ending, Losing, and Letting Go
The first phase of the transition model is all about acknowledging and dealing with what is ending. In this phase, individuals confront the reality of what they are losing—whether it’s a role, a process, a routine, or even a sense of identity. Bridges emphasizes that this phase is often marked by feelings of fear, anxiety, and resistance. It’s crucial for leaders [and coaches] to recognize these emotions and provide support, allowing people to express their grief and confusion.
In the chart, this phase is depicted as a decline, symbolizing the initial dip in morale and productivity as people grapple with their losses.
Phase 2: The Neutral Zone
The Neutral Zone is the heart of Bridges’ Transition Model and perhaps the most challenging phase to navigate. This is the “in-between” stage, where the old is gone, but the new hasn’t fully taken shape. It’s a period of uncertainty, where old habits and processes no longer apply, but the new way forward is not yet clear.
In the chart, the Neutral Zone is depicted as a trough—a low point that reflects the ambiguity and discomfort of this phase. However, Bridges also highlights the potential for creativity and innovation during this time. With the old structures dismantled, there is an opportunity for individuals and organizations to redefine themselves, explore new ideas, and lay the groundwork for the future.
Phase 3: The New Beginning
The final phase of the transition process is the New Beginning. This is where individuals start to embrace the change, adopt new roles, and align with the new direction. Energy and optimism begin to rise as people gain clarity and a renewed sense of purpose.
In the chart, the New Beginning is represented as an upward curve, indicating the gradual return to stability and the potential for growth. However, Bridges cautions that this phase requires careful nurturing. Leaders must provide clear communication, reinforce new behaviors, and celebrate small wins to help solidify the transition.
Conclusion
William Bridges’ Transition Model, illustrated in his chart, provides a valuable perspective on the human experience of change. By acknowledging the emotional journey inherent in transitions, leaders can enhance their support for teams, enabling them not only to adjust to change but to excel through it. Grasping and applying the phases of Ending, Neutral Zone, and New Beginning can revolutionize our approach to change management, fostering more resilient, adaptable, and successful organizations.