Bridges Transition Model
Ending, Neutral Zone, New Beginning for emotional transitions.
PURPOSE
The Bridges Transition Model is used to understand and guide the emotional and psychological side of change processes. It addresses the problem that many change approaches only consider the external, structural change while ignoring the internal transitions of those affected. This allows leaders to put the person behind the change at the center and better understand and support resistance.
HOW TO USE
Identify which phase your employees are in: Ending (saying goodbye to the old), Neutral Zone (uncertainty and reorientation), or New Beginning (embarking on the new). Design specific support measures for each phase: the Ending phase needs acknowledgment of loss, the Neutral Zone needs orientation and room for experimentation, the New Beginning needs encouragement and early successes. Communicate openly about the emotional challenges of transition.
WHAT IT IS
The Bridges Transition Model is a change model developed by William Bridges that distinguishes between external change and internal transition. It describes three phases of internal transition: Ending, Losing and Letting Go; The Neutral Zone; and The New Beginning. The model emphasizes that every change begins with an ending and that the Neutral Zone is the most critical yet also most creative phase.
EXAMPLE
Example: You are supporting a corporate merger where two cultures collide. With the Bridges Transition Model, you help employees understand three phases: letting go of the old identity (Ending), enduring uncertainty in the transition (Neutral Zone), and gradually embracing the new culture (New Beginning). In the Neutral Zone especially, you plan targeted support like coaching sessions.