In a previous post, we discussed change and transition in
general terms. Today, I want to look more closely at William Bridges’
transition model.[1] His premise is that in order to bring about change in any organization
effectively, a transitional process is essential. While change itself is the
desired outcome, transition speaks to the emotional and psychological pieces of
a process. He has captured this process in three major phases, flowing from
left to right in the figure. In Bridges model, all three phases are at play
from the beginning to the end of the transition process. He depicts a strategy that
is aimed at a gradual increase of the new reality and a decrease of the old in
an atmosphere which informs and respects them both.
Bridges’ model is for times when change is planned and
transition can be built-in. A couple is preparing for the arrival of a baby. A
company decides to launch a new product. A church plans to start a new
ministry. The list is endless.
With intentional change, transition can begin as early as the
planning stage. In planning transition, some control over the process of change
can be retained.
To launch a new program by suddenly springing it on the church,
will generate a great deal of negative reaction and resentment. At every point
in Bridges’ model, all three elements are present and active. The difference is
in degree as one moves forward.
1. In the beginning,
the sense of loss is the most acute, when the process of Ending begins.
·
The ending of a program, a ministry, or
an ineffective branding is announced,
·
At the same time a new beginning is
introduced.
·
The wilderness (answering the question,
“What is going to happen now?”) has been set in motion.
2. In
the neutral zone, several things happen:
·
An opportunity is given to mourn the
ending.
·
The new beginning is fully described and
the reasons for its need are itemized.
·
The past is praised and reasons for its
replacement are given.
·
Verbal and written information is
disseminated.
·
Questions are asked and answered, and
concerns responded to.
·
Time to adjust and prepare for the new
beginning is given.
3. After
the Neutral Zone has been successfully navigated a new Beginning occurs.
·
The Ending is moving into the past,
·
There are still questions, and a bit of
wilderness still to transverse, but it has abated considerably.
·
The Beginning is more likely to be
embraced and take its place in the ministry of the church.
If we use transition to bring about change, there will still
be those who oppose it. However, that number will be minimized, and a large
majority of those involved will embrace it.
How have you used a transition process to introduce change?
What worked for you?
Do you have any horror stories?
