The Kubler-Ross Change Curve is one of the most well-known frameworks in change management, mapping the emotional stages individuals experience during change. While it remains a staple in presentations and workshops, its ubiquity has also made it somewhat predictable.
At the recent CIPD Annual Conference, a speaker introduced an alternative that offers a fresh perspective: the William Bridges Transition Model. This model goes beyond emotional responses to focus on the psychological process of transition, offering profound insights into how people navigate change.
Understanding the William Bridges Transition Model
The William Bridges Transition Model, developed in the 1970s, emphasises that change is situational, while transition is psychological. Bridges argued that managing the transition—the inner process people go through as they adapt to change—is more critical to success than managing the change event itself. His model identifies three distinct phases:
1. Ending, Losing, Letting Go
This phase involves acknowledging and processing what is being left behind. People may experience emotions such as fear, denial, or anger as they confront the loss of familiar structures or routines.
2. The Neutral Zone
A period of ambiguity and exploration. The old ways are gone, but the new reality isn’t fully established. This can be a time of confusion, but also a fertile ground for creativity and innovation.
3. The New Beginning
This is the phase where individuals embrace the change and move forward with renewed energy and purpose. Clarity returns, and people start building momentum in the new environment.
William Bridges vs. Kubler-Ross
While the Kubler-Ross Change Curve focuses on emotional stages (e.g., denial, anger, bargaining, depression, and acceptance), the Bridges Transition Model offers a broader lens:
Scope: Kubler-Ross primarily addresses emotional reactions, whereas Bridges focuses on the psychological process of letting go, navigating ambiguity, and embracing the new.
Application: Kubler-Ross is helpful for understanding grief-like responses to change. Bridges provides actionable steps for guiding individuals through transition.
Stages: The Kubler-Ross model is linear, while Bridges emphasises a cyclical process where individuals may revisit phases as needed.
Practical Tips for Implementing the William Bridges Transition Model
1. During the “Ending, Losing, Letting Go” Phase:
Acknowledge the Loss: Leaders should openly discuss what is ending and validate employees’ feelings.
Communicate Clearly: Provide detailed information about why the change is happening and what it means.
Offer Support: Provide counselling, coaching, or other resources to help people process their emotions.
2. During the “Neutral Zone” Phase:
Embrace Ambiguity: Encourage open discussions and feedback to surface concerns and ideas.
Foster Creativity: Use this period for brainstorming and innovation.
Set Short-Term Goals: Break the transition into smaller, achievable milestones to maintain momentum.
3. During the “New Beginning” Phase:
Celebrate Successes: Recognize individuals and teams for adapting to the change.
Reinforce the Vision: Reiterate the purpose and benefits of the change.
Build Confidence: Provide training and resources to help employees thrive in the new reality.
Pitfalls to Avoid
1. Rushing Through the Neutral Zone
Many leaders focus on quickly moving to the “New Beginning,” neglecting the importance of this reflective and creative phase.
2. Underestimating the Emotional Impact
Dismissing or minimising the “Ending, Losing, Letting Go” phase can lead to resistance or disengagement.
3. Poor Communication
Ambiguity or inconsistency in messaging can exacerbate confusion and mistrust.hours in the day.
Final Thoughts
The William Bridges Transition Model offers a nuanced and practical approach to managing change by addressing the human side of transitions. While the Kubler-Ross Change Curve remains a valuable tool for understanding emotional responses, Bridges’ model provides actionable insights for guiding individuals and organisations through the psychological journey of change.
By embracing the principles of the Bridges model, leaders can navigate transitions more effectively, fostering resilience, creativity, and engagement within their teams. In an era of constant change, the ability to manage transitions well is not just an advantage—it is a necessity.
Cognitive Union is a progressive, boutique learning and performance consultancy. We work with forward-thinking businesses. Transforming their people. Shaping their culture. Helping them embrace change and take on the world. Find this blog useful? Sign up to our email newsletter (bottom of this page) where you can receive articles like this and other insights (not publically published), and you can also follow us on LinkedIn.