Managing Transitions: Making the Most of Change
#BusinessWhy I recommend it
I recommend this because it distinguishes an external change from the internal transition people must navigate for that change to take hold. The Bridges framework gives leaders a humane way to understand endings, the uncertain neutral zone, and eventual new beginnings.
What it changed in my thinking
Announcing a change does not complete it. People may need help releasing an old identity or way of working before they can genuinely participate in what comes next.
Who it’s useful for
Leaders guiding reorganizations, mergers, strategy shifts, or team changes, as well as anyone trying to understand why adaptation takes longer than implementation plans predict.
A tension
The three phases are a useful map, but transition is rarely neat or linear. People move at different speeds, revisit earlier phases, and may reasonably resist a change that is poorly designed or harmful.