This model can be a great tool in the hands of an appropriate leader, as it allows to foster a truly supportive mode in dealing with Change. Its focus on the emotions involved in the change process is great both from awareness as well as a result point of view. It is also critical to constantly provide people with feedback on the wider context, as well as on their performance within the change process. This will allow them to see things differently, and understand that their fatigue will go away as the change process progresses. Meet with your people frequently to give feedback on how they’re performing, especially with regard to change. Remind them of team goals, and encourage them to talk about what they’re feeling.

Despite these, this stage can also be one of great creativity, innovation, and renewal. This is a great time to encourage people to try new ways of thinking or working. Emphasize how people will be able to apply their accumulated skills, experience, and knowledge once you’ve implemented the change. Explain how the best parts of the past will be remembered and celebrated, but equally how you’ll give people what they need in the new environment.

The bridges change model by was developed by William Bridges in 1991. The model looks at change as a transition, acknowledging the emotional journey employees will encounter during the change. AI and machine learning are disrupting working practices and whole industries. The technological age is upon us, and people feel threatened by it.

Make sure you fill out the following long-text form fields to record employee and upper management’s thoughts and emotions regarding the proposed changes. To generate the success that their business promises, organisations must attract and retain the services of talented people. They must also fill skills gaps to accommodate specific needs which may be short term.

Establish communication channels for people to discuss how they feel. Highlight, where possible, any positive benefits to the individual once the change has been implemented. Map out the different negative emotions people might feel and create a response to mitigate each. It’s worth noting that the greater your seniority with your organization, the more quickly you are likely to move through the transition process.

Bridges – The Bridges Model uniquely distinguishes Transition from Change. Also – not illustrated in the comparison chart above but in the Bridges Model graphics in the previous sections – the Transitions of people through each of the Zones is not uniform. Each individual transitions differently, and project managers need to tailor their messaging accordingly.

When people first learn that a situation they understood and were comfortable with is about to be replaced with something new, they experience an emotional reaction. If we fail to understand and acknowledge that, they may well resist change all the way through a change initiative. William Bridges transitions are divided into three phases, and each phase can include different emotions, both negative and positive. The goal is for a change manager and those facilitating the change to understand and address any negative emotions so they can remove barriers to the change.

Bridge’s transition model for change is a nice way to think about individual psychological change. It is similar to and links well with other, perhaps more well known, models. Your team will need to accept that something is ending before they can begin to accept the new idea.

Your guidance is incredibly important as people go through this neutral period. This can be an uncomfortable time, because it can seem unproductive, and it can seem that little progress is being made. Because people might feel a bit lost, provide them with a solid sense of direction. Remind them of team goals, and encourage them to talk about what they’re feeling.

It’s what they make it mean – the attitudes, beliefs, and actions they adopt in reaction to the change. Naturally, this is a state of affairs that you, as a manager, would like to sustain. And with the right approach, you can keep the atmosphere upbeat and positive.

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