What is the focus of William Bridges's Transition Model?

William Bridges's Transition Model centers on the psychological aspects of change, emphasizing how individuals experience and navigate transitions during periods of change. Unlike models that focus solely on the change process itself, Bridges's framework highlights the emotional journey people undergo, especially in organizational contexts. It identifies three key phases: Ending, Neutral Zone, and New Beginning.

In the Ending phase, individuals grapple with letting go of the old ways and the associated emotions. The Neutral Zone is a transitional space where individuals may feel uncertain or disoriented but also have the potential for personal growth. Finally, the New Beginning represents the acceptance of the new realities and the adoption of new behaviors and mindsets. This focus on the internal experiences of individuals during transitions is crucial for leaders and change managers to effectively support their teams through change initiatives.

Models that emphasize organizational structure transformation, project management efficiency, or strategic decision-making generally overlook the individual psychological transformations that accompany change, which Bridges's model specifically aims to address. Understanding these psychological dynamics is essential for fostering a healthy transition experience and achieving successful outcomes in organizational change efforts.