1.
Managing Transitions
Bridges’ Model of Handling Change
Rev. David Eisenmenger, MAMFT
Director of Education, Programming and Research
Spirituality Pillar

2.
Change vs. Transition

3.
• Change is situational
• Transition is psychological
Change vs. Transition

4.
The Difference is Subtle
Change
• External process
• Happens to people
• Tends to move quickly
Transition
• Internal process
• People Choose it
• Tends to move more
slowly

5.
Three Phases of Transition
• Ending, Losing, and Letting Go.
• The Neutral Zone.
• The New Beginning.

6.
Tran
Bridges Model of Transition

7.
Transition starts with an
ending
When you transition to
having your first child, this
may be the end of:
• Extra sleep
• Extra money
• Extra time alone
• Any time alone

8.
Transition starts with an
ending
When you transition to a
new neighborhood you may
be faced with finding a new:
• Grocery Store
• Doctor
• Dentist
• Neighbor

9.
Transition happens…
• Unevenly
• Concurrently
• At people’s own pace

10.
Phase 1: Ending, Losing and
Letting Go

11.
Ending, Losing, Letting Go
• Occurs when people are first presented with
change
• Marked by resistance and emotional upheaval

12.
Ending, Losing, Letting Go
• People may experience these emotions:
– Fear
– Denial
– Anger
– Sadness
– Disorientation
– Frustration
– Uncertainty
– A sense of loss

13.
Ending, Losing, Letting Go
• People have to accept that something is
ending before they can begin to accept the
new idea.
• If you don't acknowledge the emotions that
people are going through, you'll likely
encounter resistance throughout the entire
change process.

14.
Guiding People Through Phase 1

15.
• Accept people's resistance
• Understand their emotions
• Listen empathically
• Communicate openly about what's going
to happen
Guiding People Through Phase 1

16.
Phase 2: The Neutral Zone

17.
The Neutral Zone
• Limbo phase
• Re-patterning

18.
The Neutral Zone
• Bridge between old and new
• Attached to the old
• Adapting to the new

19.
Here, people might
experience:
• Resentment towards the change initiative.
• Low morale and low productivity.
• Anxiety about their role, status or identity.
• Skepticism about the change initiative.

20.
This Phase can also be a period
of:
• Creativity
• Innovation
• Renewal

21.
Guiding People Through Phase 2

22.
Phase 3: The New Beginning

23.
Phase 3: The New Beginning
• Acceptance and energy
• Change being embraced
• Building new skills

24.
At this Phase, people are likely to
experience:
• High energy.
• Openness to learning.
• Renewed commitment to the group or their
role.

25.
Guiding People Through Phase 3
• Celebrate the change
• Reward your team
• Beware of complacency

26.
Resources
• Bridges, William. Managing Transitions,
3rd Edition, DeCapo, 1991