Actions

Difference between revisions of "William Bridges’ Transition Model"

(Created page with "The Bridges Transition Model is a model that helps a business or person with organisational change. The strength of this model is that it focuses on the transition to change....")
 
Line 1: Line 1:
 
The Bridges Transition Model is a model that helps a business or person with organisational change. The strength of this model is that it focuses on the transition to change. It’s this transition that’s often uncomfortable for people, leading to resistance. We know why people are resistant to change and with that knowledge, and this model, we can remove that resistance. Change is often implemented to make things more efficient, safe, or easy. Although these reasons are meant to benefit the organisation and performance, employees often turn out to be the biggest obstacle. According to the Bridges Transition Model, they don’t have to be. In this model of change, Bridges helps to clarify the personal aspect of change management, showing employees as supporters rather than obstacles. In short, Bridges’ Transition Model identifies three stages people go through as they gradually enter and accept the new organisational landscape. The model mainly focuses on psychological change during the transitions between each stage. The model was developed and published by William Bridges (1933 – 2013). He was an American author, organisational consultant, and public speaker.<ref>What is the Bridges' Transition Model? [https://www.toolshero.com/change-management/bridges-transition-model/ Toolshero]</ref>
 
The Bridges Transition Model is a model that helps a business or person with organisational change. The strength of this model is that it focuses on the transition to change. It’s this transition that’s often uncomfortable for people, leading to resistance. We know why people are resistant to change and with that knowledge, and this model, we can remove that resistance. Change is often implemented to make things more efficient, safe, or easy. Although these reasons are meant to benefit the organisation and performance, employees often turn out to be the biggest obstacle. According to the Bridges Transition Model, they don’t have to be. In this model of change, Bridges helps to clarify the personal aspect of change management, showing employees as supporters rather than obstacles. In short, Bridges’ Transition Model identifies three stages people go through as they gradually enter and accept the new organisational landscape. The model mainly focuses on psychological change during the transitions between each stage. The model was developed and published by William Bridges (1933 – 2013). He was an American author, organisational consultant, and public speaker.<ref>What is the Bridges' Transition Model? [https://www.toolshero.com/change-management/bridges-transition-model/ Toolshero]</ref>
 +
 +
The Stages of Transition<ref>What are the Three Stages of Transition in Bridges' Transition Model? [https://www.mindtools.com/pages/article/bridges-transition-model.htm Mindtools]</ref>
 +
The model highlights three stages of transition that people go through when they experience change. Bridges says that people will go through each stage at their own pace. For example, those who are comfortable with the change will likely move ahead to stage three quickly, while others will linger at stages one or two. These stages are:
 +
*Ending, Losing, and Letting Go:
 +
*The Neutral Zone.
 +
*The New Beginning.

Revision as of 09:32, 6 November 2019

The Bridges Transition Model is a model that helps a business or person with organisational change. The strength of this model is that it focuses on the transition to change. It’s this transition that’s often uncomfortable for people, leading to resistance. We know why people are resistant to change and with that knowledge, and this model, we can remove that resistance. Change is often implemented to make things more efficient, safe, or easy. Although these reasons are meant to benefit the organisation and performance, employees often turn out to be the biggest obstacle. According to the Bridges Transition Model, they don’t have to be. In this model of change, Bridges helps to clarify the personal aspect of change management, showing employees as supporters rather than obstacles. In short, Bridges’ Transition Model identifies three stages people go through as they gradually enter and accept the new organisational landscape. The model mainly focuses on psychological change during the transitions between each stage. The model was developed and published by William Bridges (1933 – 2013). He was an American author, organisational consultant, and public speaker.[1]

The Stages of Transition[2] The model highlights three stages of transition that people go through when they experience change. Bridges says that people will go through each stage at their own pace. For example, those who are comfortable with the change will likely move ahead to stage three quickly, while others will linger at stages one or two. These stages are:

  • Ending, Losing, and Letting Go:
  • The Neutral Zone.
  • The New Beginning.
  • What is the Bridges' Transition Model? Toolshero
  • What are the Three Stages of Transition in Bridges' Transition Model? Mindtools