Managing Transitions

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Managing Transitions William Bridges NB
Publishing, London, 2003.
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Transition

• Psychological process people go through as they
  internalise and come to terms with a change NOT
  the fact of A ? B
• In other words
• Its not the plan its the people!

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New Beginning
The Neutral Zone
Ending, Losing, Letting Go.
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VISION
BEGINNING
ENDING
NEUTRAL ZONE
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Ending
First task of change management is to understand
the desired outcome and how to get there. First
task of transition management is to convince
people to leave home.
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Getting through the Ending

• Who is losing and what? Can you compensate? -
  If they think its a problem it is!
• Expect and accept the grieving process.
• Reassure through information.
• - 6X6
• - If you dont know, say so!
• - Change champions
• Define things that will stop, start and
  continue.
• Mark the ending.

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Kubler-Ross Grief Cycle
Denial
Acceptance
Anger
Productivity
Bargaining
Apathy / Depression
Time
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Getting through the Ending

• Who is losing and what? Can you compensate?
  - If they think its a problem it
  is!
• Expect and accept the grieving process.
• Reassure through information.
• - 6X6
• - If you dont know, say so!
• -Change champions
• Define things that will stop, start and
  continue.
• Mark the ending.

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The Neutral Zone

• Energy drained into coping.
• Old weaknesses re-emerge.
• Priorities get confused.
• Miscommunication.
• People become polarised.
• Opportunity to capitalise on confusion.
• Everything is up for grabs!

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• "The kaleidoscope has been shaken. The pieces are
  in flux. Soon they will settle again. Before they
  do, let us re-order the world.
• Tony Blair, Labour Party conference, October 2001

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Getting through the Neutral Zone

• Normalise.
• Short Term Goals.
• Strengthen Group Connections.
• Transition Monitoring.
• Question the Usual.
• Resist temptation for closure and certainty.

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The New Beginning

• Can reactivate old anxieties about the ending.
• Things just might not work.
• Neutral Zone can be comfortable.
• Paint a picture of the outcome.
• Sell the problems.
• Define the purpose for change properly.
• The architects for change are often ahead of the
  rest.
• Some people need a plan.
• Reinforce the New Beginning.

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Transition Management
Change management plan starts with the outcome
and works backwards. Transition management plan
starts with where people are and works forward.