Bridge's Transitional Model of Change

Question 1

Who developed the Transition Model of Change?

Answer 1

William Bridges, an American organisational consultant and author, developed the Transition Model in 1986 to explain the psychological process individuals go through during change.

Question 2

What distinction does William Bridges make between ‘change’ and ‘transition’?

Answer 2

Bridges argues that change is situational (e.g., a new role or policy), while transition is the internal, psychological process of adapting to that change.

Question 3

What inspired William Bridges to create the Transition Model?

Answer 3

Bridges developed the model based on his observations as a consultant and his background in literature and psychology. He noticed that organisations often managed external change but neglected the inner, human response to change.

Question 4

What are the three phases of Bridges’ Transition Model?

Answer 4

1. Ending, Losing, and Letting Go
2. The Neutral Zone
3. The New Beginning

Question 5

What happens in the ‘Ending, Losing, and Letting Go’ stage?

Answer 5

People confront the loss of the old ways and may experience emotions such as fear, sadness, anger, or denial.

Question 6

What characterises the ‘Neutral Zone’ in Bridges’ model?

Answer 6

It’s a confusing and in-between phase where the old is gone but the new isn’t fully established. It can be a time of disorientation but also creativity and renewal.

Question 7

What marks the ‘New Beginning’ stage in the Transition Model?

Answer 7

People begin to embrace the change, develop new identities, and commit to new roles or ways of working.

Question 8

Why is Bridges’ model considered useful in coaching and leadership?

Answer 8

It focuses on the psychological side of change, helping leaders and coaches support people emotionally through the transition, not just implement change processes.