Psychological Transition (Bridges Model)

William Bridges, an organizational consultant and author, published his Transition Model in 1980 in his book Transitions: Making Sense of Life's Changes. His central argument is that change is situational — the new job, the new strategy, the new structure — while transition is the psychological process through which people come to terms with that change. Leaders typically focus on the change event and neglect the transition process, which unfolds at an individual pace.

Phase 1 — Endings: Every transition begins with an ending. Something must be let go of, even if the change is positive. People grieve identities, routines, relationships, and statuses they are leaving behind. This phase is often uncomfortable and requires acknowledgement, not suppression. Phase 2 — The Neutral Zone: This is the in-between state, where old ways have been left but new ways have not yet settled. It is characterized by confusion, creativity, and vulnerability. Bridges describes it as the most important phase — and the most poorly managed. It is also the period of greatest innovation potential. Phase 3 — New Beginnings: This is the emergence of new identity, energy, and purpose. Beginnings cannot be forced — they emerge as people find meaning and direction in the new situation.