Managing Transitions

Using Managing Transitions by William Bridges, PhD. 3rd ed. 2009.

Our scenario

We’ll cover

Difference between change and transitionBridges ModelEndings: how to help people let goThe Neutral Zone: how to navigate throughBeginnings: encouraging progressNext steps

Change vs. transition

Change is situationalUpdate in circumstancesDefinite “start” and “stop”Move to Oregon territory

Transition is psychologicalAdapting to the changeNo obvious “start” and “stop”Internalize the details of the move– coming to terms with a new “way of life”

Change vs. transition

Transition isn’t optional. If circumstances change, people must adapt– people must learn how to operate in the new situation.

Change succeeds based on how well the transition goes…Do the people affected do things differently? Or do they cling to the “old ways”?

If change is part of life and transition is necessary, we should learn to help people through transitions… in order to make change successful.

Bridges Model: the transition process

Transition starts with Ending– letting go of the old ways

It continues with The Neutral Zone– a time when repatterning takes place, before the new ways are fully adopted

Transition ends with a New Beginning– developing a new identity and new habits

Bridges Model: our scenario

Transition in Real Life

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Endings

Transition starts with letting go.Before you can learn a new way, you have to let go of the old one

Most people don’t like endings– they bring a sense of loss:AngerSadnessAnxietyDepressionConfusion

Endings: helping others let go

Identify who’s losing whatTake note of “chain reaction” losses

Accept the reality and importance of these lossesLoss is subjective

Understand “overreaction”New losses can trigger memories of old losses

Use empathy to acknowledge losses openlyTalk about losses and express concern

Endings: helping others let go

Accept the signs of grievingEmotion is natural and to be expected

Compensate for lossesTry to balance what’s been taken away

Offer informationKeep people informed about the change

Define what’s over and what isn’tBe specific, so people know how to transition

Endings: helping others let go

Mark the endingActions speak louder than words

Respect the pastDistinguish past from future without being negative about old ways

Communicate the larger purposeMany endings allow for continuity of something bigger

Don’t drag it outPlan and execute promptly to allow healing to start

The Neutral Zone

Between the Ending and the New Beginning is a time of uncertaintyThe old ways are gone, but the new ways aren’t completely established

This time can be dangerous:Anxiety rises and motivation fallsProductivity suffersWeaknesses can re-emergeSignals get mixedPeople can become polarized

But…New ideas can come forwardThe status quo can be challenged

The Neutral Zone: navigating through

Normalize the Neutral ZoneReorientation and redefinition must take place– it’s normal and expected

Redefine the Neutral ZoneUse a positive metaphor

Create temporary processes and proceduresStructure helps to stabilize expectations

Strengthen connectionsRebuild a sense of identification and “team”

The Neutral Zone: navigating through

Monitor the transitionGet regular feedback

Be creative!Encourage questions, experimentation, and innovation

New Beginnings

A New Beginning is a signal of more than a new situationNew understandings, new values, new attitudes, and new identities

Beginnings can be scary:The ending becomes more realCan be seen as a gambleCan trigger memories of past failuresThe flexibility of the Neutral Zone is over

But…New energy can be releasedNew commitments can be made

New Beginnings: encouraging progress

New Beginnings cannot be forced according to your own agendaBut they can be encouraged, supported, and reinforced

Use the Four Ps to assist:PurposePicturePlanPart

New Beginnings: encouraging progress

Clarify and communicate the purpose:Why is the change required?What is the evidence?What happens if there’s no change?

Be honest about the purpose of the change. No one will get behind a

cliché.

New Beginnings: encouraging progress

Create a pictureHow will the outcome look?How will it feel?

Develop a planOutline the steps and schedule for releasing information, training, and support

Give people a part to playHow can they help with the transition?What is the new role? How do relationships change?

Group activity: Four Ps for CORE

Split into four groups

Each group is assigned a “P”PurposePicturePlanPart

What can we (as leaders or as A-dec) do differently/better to encourage New Beginnings for large projects in the future?

Be prepared to report out in 10 minutes

New Beginnings: reinforcement

Be consistent in your messaging.Inconsistency creates confusion

Ensure quick successes.Find low-risk tasks to be accomplished

Symbolize the new identity.Symbols evoke emotion and meaning

Celebrate success.Mark the beginning with a celebration

We’ve arrived!

When experiencing changes in your areas…

With your team, explore:What exactly is changing for your area?Who is impacted by the change and how?What chain reactions can be foreseen?

Symbolic activity: Using 2 post-its or index cards, ask each member of your team to write:

Something they’re excited to let go of or leave behind with the changeSomething they’re concerned about losingDiscuss all responses as a team, dropping post-its/cards in a recycling bin as you goTalk about how to address concerns– develop an action plan if possible

When experiencing changes in your areas…

If possible, assign a member of the team to be the Transition Champion:Receive feedback from the teamMonitor what’s working and what isn’tReport back to leader, then discuss as a team

Remember– the “flipping of the switch” for the change is just a milestone in the transition process (during the Neutral Zone)

New Beginnings will happen at different times for different people

Managing Transitions

Using Managing Transitions by William Bridges, PhD. 3rd ed. 2009.