William Bridge’s three-stage model describes three stages of change, as a transition. He says, “Change is not the same as transition. Change is situational: the new site, the new structure, the new team, the new role, the new procedure. Transition is the psychological process people go through to come to terms with the new situation. Remember that change is external and transition is internal.”

When planning for change, being aware of what stages you and your team are going through can help you to deal with the change or provide the right support.

First stage: Ending, losing, letting go

Drawing a line under what has gone before frees up the mental space needed to engage with the new ways of working. Be clear about what has ended, try to understand what you or others may lose out on in the process, and treat the past with respect. The first stage for planning and implementing change is making sure you or others understand what has ended.

Second stage: The neutral zone

This is a critical time between the first stage and when the change is fully optimal. In this stage, people think abut their response to the change. 

Everything may be in a state of flux, and feel confusing or disordered. Where there is any ambiguity, this can be difficult for people to deal with. Performance will generally be low, people may fixate on problems, or persist with trying to carry on working the way they have always worked before.

Recognise that this is difficult, give yourself or others chances to try things out, ensure that progress is praised and supported and help people to feel valued.

Third stage: The beginnings

Forming new identity, engagement with the new world. The new way now feels comfortable. Ensure that all new policies, processes, etc, reflect the new way of working, so there is no confusion. Be clear about everyone’s role, celebrate the new beginning and keep information flowing.