How can you use the Bridges model to help coachees manage change?

Usually, I guide coachees through managing change by first helping them navigate the transition process. We start by acknowledging the ending phase, addressing any uncertainties or losses associated with change. Next, we explore the neutral zone, where I support coachees in experimenting with new approaches and adapting to the change. Finally, we focus on the new beginning, facilitating goal-setting and establishing strategies for embracing the change positively. Through this structured approach, coachees develop resilience and confidence in managing transitions effectively.

Perhaps you have found the preceding overview of Bridges Model to be informative. Understanding the typical psychological feelings during the three stages helps leaders facilitate Change. 1) The “ENDING" stage is characterized by feelings of loss of the familiar. 2) The “NEUTRAL ZONE" often means feelings of uncertainty, chaos, a valley despair, and no turning back. 3) The “NEW BEGINNINGS” is marked by feelings of acceptance and general restoration of stability. Bridges brilliantly illustrates his model with an American migratory story of the 1850 Oregon Land Rush. And it worth noting that those impacted by change likely move through the three stages at a different pace. Reference: Surviving Corporate Transition, William Bridges.

The Bridge Model, developed by William Bridges. The model identifies the three stages of transition that people experience during change: Ending is the phase where people identify what they are losing and learn how to cope with these losses. They determine what is over and being left behind, and what they will keep. Neutral Zone is the phase where people go through an in-between time when the old is gone but the new isn’t fully operational. They explore new ways of being, learn new things, and begin to move toward new beginnings. This phase can be challenging, but also rewarding. New Beginning is the phase where people accept and embrace the new situation. They establish new roles, values, and attitudes. They feel reoriented and renewed.

Unlike many change models focused on organizational processes, the Bridges Transition Model zeroes in on the human side of change. It's about the journey from ending, through uncertainty, to new beginnings, highlighting the psychological transitions people undergo. This contrasts with models like Kotter’s 8-Step Process, which is more about strategic steps for organizational change, or Lewin’s Freeze Phases, emphasizing the need to unfreeze, change, and refreeze behaviors. Bridges emphasizes the personal, internal experience of change, making it a complementary framework that adds depth to understanding and managing organizational change effectively.

In my coaching experience, the stage of change varies for every individual.. People may remain in denial stage for long as well. Thus, the Bridges model beautifully creates a space for a person to express their range of emotions they maybe feeling towards the change. As a coach, creating that space for them to express, acknowledge and accept is more than enough. Recognising that the coachees may not be always honest about their feelings and thus allowing them to oscillate between stages is also the enablement a coach can offer..

For executive coaches the Bridges Transition Model could be a powerful tool. It’s not about the change itself, but how you adapt to it. First, recognize the end of the old ways—this clarity helps in letting go. Next, in the ‘Neutral Zone,’ embrace the uncertainty. It’s a fertile ground for innovation as you transition. Finally, step into the new beginning with a clear vision and purpose. This model helps executives not just survive change but thrive through it, turning transitions into strategic opportunities for growth and innovation.

The Bridges model provides a comprehensive framework for coaching individuals through change, encompassing the emotional, psychological, and practical dimensions of transition. By guiding coachees through the endings, neutral zone, and new beginnings, coaches facilitate a smoother change journey, enabling coachees to thrive amidst uncertainty and transformation.