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What are the best practices for managing the endings stage of transition?

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Change is inevitable, but not always easy. When you have to implement a change in your organization, you need to consider not only the technical aspects, but also the human ones. How do you help your employees cope with the loss of the old ways, the uncertainty of the new ones, and the emotional roller coaster of transition? In this article, we will explore the best practices for managing the endings stage of transition, based on the Bridges Transition Model. This model, developed by William Bridges, suggests that change involves three phases: endings, neutral zone, and new beginnings. The endings phase is where people have to let go of the past and accept the reality of the change. This can be challenging, but also an opportunity for growth and learning. Here are some tips to make this stage smoother and more productive for everyone involved.

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Abhay Garg

| Transition Leader | Designing & Executing Seamless Digital Operations Transitions | Intelligent Automation &…

1 Acknowledge the losses

The first step to manage the endings stage of transition is to acknowledge the losses that people experience as a result of the change. These can be tangible, such as roles, responsibilities, relationships, or resources, or intangible, such as identity, status, security, or comfort. Ignoring or minimizing these losses can lead to resentment, resistance, or denial. Instead, you should communicate openly and honestly about the reasons and implications of the change, and allow people to express their feelings and concerns. You should also validate and empathize with their emotions, and show them that you care and appreciate their contributions.

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Osnat (Os) Benari

Top 25 Product-Led Growth Influencers | Bestselling Author & Speaker | Product Leadership | Workplace Resilience and Reinvention Guide
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Provide opportunities for individuals and teams to reflect on their experiences and share their thoughts and feedback. Conduct exit interviews or organize team meetings where people can express their feelings, discuss lessons learned, and provide suggestions for future transitions. This can help facilitate closure and enable individuals to move forward.

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2 Provide support and guidance

The second step to manage the endings stage of transition is to provide support and guidance to your employees. This means offering them practical and emotional assistance, as well as clear and consistent information. You can do this by creating a transition team, a group of people who can facilitate the change process and address any issues or questions that arise. You can also provide training, coaching, mentoring, or counseling to help people develop the skills and confidence they need to adapt to the new situation. Additionally, you can create a transition plan, a document that outlines the goals, timelines, roles, and expectations of the change initiative, and share it with your employees regularly.

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Osnat (Os) Benari

Top 25 Product-Led Growth Influencers | Bestselling Author & Speaker | Product Leadership | Workplace Resilience and Reinvention Guide
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Ensure that knowledge and expertise are effectively transferred from individuals or teams involved in the transition to the relevant stakeholders. Document important processes, procedures, and lessons learned to facilitate a smooth handover and minimize any disruptions.

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3 Celebrate the past and the present

The third step to manage the endings stage of transition is to celebrate the past and the present. This means honoring and recognizing the achievements and strengths of your organization and your employees, and acknowledging the value and meaning they have created. You can do this by organizing events, ceremonies, or rituals that mark the end of an era and the start of a new one. You can also share stories, memories, or testimonials that highlight the positive aspects of the past and the present. Moreover, you can reward and incentivize your employees for their efforts and accomplishments during the change process, and show them how they contribute to the success of the organization.

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4 Encourage experimentation and feedback

The fourth step to manage the endings stage of transition is to encourage experimentation and feedback. This means creating a culture of learning and innovation, where people can try new things, make mistakes, and learn from them. You can do this by fostering a growth mindset, a belief that abilities and potential can be developed through effort and feedback. You can also provide opportunities for collaboration, brainstorming, or prototyping, where people can share ideas, insights, or solutions. Furthermore, you can solicit and act on feedback from your employees, customers, or stakeholders, and use it to improve the change process and outcomes.

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5 Embrace the neutral zone

The fifth step to manage the endings stage of transition is to embrace the neutral zone. This is the phase between the endings and the new beginnings, where people feel confused, anxious, or disoriented. This can be a stressful and chaotic time, but also a creative and transformative one. You can embrace the neutral zone by accepting the ambiguity and uncertainty of the change, and trusting that things will eventually fall into place. You can also use this time to reflect, reassess, or reframe your goals, strategies, or assumptions. Moreover, you can use this time to prepare, plan, or practice for the new beginnings, and build the foundations for the future.

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6 Communicate the vision and the benefits

The sixth and final step to manage the endings stage of transition is to communicate the vision and the benefits of the change. This means articulating and reinforcing the purpose, direction, and value of the change, and how it aligns with the mission, vision, and values of the organization. You can communicate the vision and the benefits by using stories, metaphors, or analogies that illustrate the desired state and the positive impact of the change. You can also use data, facts, or examples that demonstrate the progress and results of the change. Furthermore, you can communicate the vision and the benefits by inspiring and motivating your employees to embrace the change, and showing them how it will benefit them personally and professionally.

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Osnat (Os) Benari

Top 25 Product-Led Growth Influencers | Bestselling Author & Speaker | Product Leadership | Workplace Resilience and Reinvention Guide
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While it is important to acknowledge and manage the endings stage, it is equally crucial to maintain a focus on the future. Clearly communicate the vision and goals of the post-transition phase, and provide guidance on how individuals and teams can contribute to the new direction. Help employees understand the opportunities that lie ahead and inspire them to embrace the change.

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7 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?

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Abhay Garg

| Transition Leader | Designing & Executing Seamless Digital Operations Transitions | Intelligent Automation & Transformation Enthusiast
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Any transition is a change and change is constant, so can there be an ending stage to that :-). Having said that, while not repeating past mistakes and using best practices is needed, one should also evaluate how else can "new" challenges be better predicted, absorbed and addressed by the people, processes and systems, for subsequent transitions.

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What are the best practices for managing the endings stage of transition?

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3

4

5

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1 Acknowledge the losses

2 Provide support and guidance

3 Celebrate the past and the present

4 Encourage experimentation and feedback

5 Embrace the neutral zone

6 Communicate the vision and the benefits

7 Here’s what else to consider

Change Management

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What are the best practices for managing the endings stage of transition?

1

2

3

4

5

6

7

1 Acknowledge the losses

2 Provide support and guidance

3 Celebrate the past and the present

4 Encourage experimentation and feedback

5 Embrace the neutral zone

6 Communicate the vision and the benefits

7 Here’s what else to consider

Change Management

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