2. 2
Each stage of the transition process raises different issues & reactions
Endings New Beginnings
Neutral Zone
Source: Bridges “ Managing Transitions: Making the Most of Change”
Commitment
Exploration
Denial
Resistance
This will fail
just like last
time
Will my
responsibilities
change?
Lets get these
bugs worked
out
How will I be
measured?
Another
change! How
much more can
we handle?
If I ignore it,
it will go
away
What will I
have to do
differently?
I don’t have
time for
this.
This should
be an
improvement
3. 3
Can you tell where someone is in the process?
Denial Resistance Exploration Commitment
TypicalFeelings
• Denial
• Shock
• Confusion
• Anxiety
• Resignation
• Anger
• Fear
• Sadness
• Frustration
• Curious
• Creative
• Unsure
• Excited
• Interested
• Enthusiasm
• Excitement
• Trusting
• Relief
• Hopefulness
• Engaged
• Optimistic
• Anxiety
• Realization of Loss
• Skepticism
TypicalBehaviors
• Downplaying reality
• Disorganization &
missing deadlines
• Negotiation/
Bargaining/unrealistic
attempts to get out of a
situation or project
• Grumbling
• Short tempers
• Defensiveness
• Lack of enthusiasm
• Low energy
• Seeking attention
• Bursts of creativity
• Beginning to make
decisions & take risks
• Trying new things
• Challenging decisions
• Exploring possibilities
• Future orientation
• Focus on priorities
• Offering constructive
ideas
• Offering support to
others
• Impatience with those
not yet committed
Source: Bridges “ Managing Transitions: Making the Most of Change”
Typical feelings and behaviors associated with each stage of transition
4. People are able to move through the neutral zone
depending on their…
What keeps people in the neutral zone?
4
“People who change have clear direction, ample motivation, and a supportive environment.”
Switch: How to Change Things When Change Is Hard
Chip Heath and Dan Heath, 2010
…Understanding
(minds)
I know what to change
and why
…Motivation
(hearts)
I want to be part of the
change
…Ability
(tools and environment)
There is nothing stopping
me
“What looks like
resistance
is often lack of clarity”
“What looks like
laziness
is often exhaustion”
“What looks like a
people problem is often a
situation problem”
5. …Understanding
(minds)
I know what to change
and why
…Motivation
(hearts)
I want to be part of the
change
…Ability
(tools and environment)
There is nothing stopping
me
•Rushes to defend the
status quo
• Says they don’t
understand what is
expected during the
change
•Raises concerns about
the value, need and
wisdom of the change
•Talks extensively about
what they will lose as a
result of the change.
•Nods and acquiesces
•Engages in verbal and
non-verbal behavior that
suggests lack of trust or
agreement
•Falls behind in workload
or misses change-
associated deadlines
•Increased absenteeism
•Lacks follow-through
even after agreeing
•Creates/uses work-
arounds to avoid
changes
•Tries to shift
responsibilities to others
.
How can you tell why people are stuck?
Behavioral clues for what people need to move forward through transition
6. A Marathon, not a sprint
FINISH
START
People move through transition at
different times
People move at different rates
And that’s OK and natural.
What you don’t want, is people unable
to finish the race (make the transition)
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