How can you use the Bridges change management framework to manage transitions?

1 The Bridges framework

The Bridges framework is based on the idea that change is not the same as transition. Change is the external event or situation that requires adjustment, such as a new strategy, a merger, or a reorganization. Transition is the internal psychological process that people go through to adapt to the change, such as letting go of the old ways, exploring the new possibilities, and committing to the new reality. The Bridges framework focuses on the transition rather than the change, and identifies three stages that people experience: ending, losing, and letting go; the neutral zone; and the new beginning.

2 The ending stage

The ending stage is the first phase of transition, where people have to face the loss of the familiar and comfortable. This stage can trigger various emotions, such as denial, anger, sadness, or fear. Some people may resist the change or cling to the past. To help people in this stage, you need to communicate clearly and empathetically about the change, why it is happening, and what it means for them. You also need to acknowledge and validate their feelings, and provide support and guidance. You can also help them identify what they need to let go of, and what they can keep or preserve.

3 The neutral zone

The neutral zone is the second phase of transition, where people are in between the old and the new. This stage can be confusing, chaotic, and stressful. People may feel uncertain, anxious, or disoriented. They may also experience low morale, productivity, or creativity. To help people in this stage, you need to create a safe and supportive environment, where they can express their concerns, ask questions, and share ideas. You also need to provide structure and direction, such as clear goals, roles, and expectations. You can also help them explore the opportunities and benefits of the change, and encourage them to experiment and learn.

4 The new beginning stage

The new beginning stage is the third and final phase of transition, where people embrace and commit to the new situation. This stage can be exciting, rewarding, and energizing. People may feel confident, optimistic, or enthusiastic. They may also demonstrate high performance, innovation, or collaboration. To help people in this stage, you need to celebrate and reinforce their achievements, feedback, and recognition. You also need to communicate and model the vision, values, and behaviors of the new reality. You can also help them develop new skills, competencies, and relationships.