Managing Change with The Transition Model
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The document discusses two models for understanding and managing organizational change: the Transition Model and the Change Curve. The Transition Model developed by William Bridges describes change as a 3 phase process: 1) Ending, which involves letting go of the past, 2) Neutral Zone, a transition period marked by uncertainty, and 3) New Beginning, when people commit to the change. The Change Curve model predicts that change will negatively impact performance until people accept the change and integrate it. Both models aim to help leaders guide individuals and organizations through the emotional aspects of change.
Managing Change with The Transition Model
- 1. Managing change with The Transition Model #ChangeManagement www.nathanwood.consulting
- 2. Leading change can be difficult as many find it uncomfortable, often resisting and opposing it initially www.nathanwood.consulting
- 3. Time 3 BARGAINING Overwhelmed Helplessness Hostility Flight 1 DENIAL Avoidance Confusion Elation Shock Fear 2 ANGER Frustration Irritation Anxiety 4 DEPRESSION Struggling to find meaning Reaching out to others Telling one’s story 5 ACCEPTANCE Exploring options New plans Moving on The Five Stages of Grief theory, shows how people are affected by dramatic life events such as change www.nathanwood.consulting
- 4. PHASE 2 PHASE 3 The Change Curve can be used to predict how performance is likely to be affected by the announcement and implementation of change Time Performance Shock Denial Anger Depression Acceptance Integration CHANGE” Change CurveThe PHASE 1 PHASE 2 PHASE 3 www.nathanwood.consulting
- 5. CHANGE CHANGE TIME Ending Neutral New BeginningZone The Transition Model, developed by William Bridges, is a useful model for understanding the process of organisational change Phase 1 Phase 2 Phase 3 www.nathanwood.consulting
- 6. Ending To implement change, we first need to let people know that something is going to end, so this is the first phase of transition • Listen empathetically • Allow time • Acknowledge losses • Help people let go • Mark endings symbolically www.nathanwood.consulting
- 7. Neutral Zone The second phase bridges the old and the new, so people tend to experience feelings of confusion, skepticism, frustration, and perhaps even apathy • Normalise • Encourage • Protect from failure • Provide check points • Encourage experiences • Create temporary roles & structures www.nathanwood.consulting
- 8. New Beginning The final phase is one of high energy, acceptance, and excitement, with followers being more receptive to learning and committing to the change • Dramatise new identity • Redesign roles collaboratively • Provide support & training • Look for and create quick wins www.nathanwood.consulting
- 9. Nathan Wood Nathan Wood is a former professional sportsman and youth international, mentor/assessor to Level 3 sports coaches, and a certified Level 4 master coach. Now operating a sports performance consultancy, he works with a diverse range of athletes, coaches, parents, and organisations, helping them to realise their true sporting potential. Let’s connect linkedin.com/in/nathan-wood-coaching twitter.com/NathanTheoWood facebook.com/NathanWoodConsulting instagram.com/nathantheowood slideshare.net/NathanWood44 w w w . n a t h a n w o o d . c o n s u l t i n g