Psychology · A transition takes weeks to months; single sessions of 90-180 minutes can address one phase.

Bridges' Transition Model

Bridges' Transition Model distinguishes change, the external event, from transition, the internal psychological process people go through to adapt. It describes three overlapping phases: endings, a neutral zone and new beginnings, and argues that change fails when leaders manage the change but not the transition.

When to use Bridges' Transition Model

When participants are going through a reorganisation, new role, merger or other change that asks them to let go of something.

How Bridges' Transition Model works

Use it to design the emotional side of a change programme: sessions that honour endings, formats that support people through the neutral zone, and moments that launch and reinforce the new beginning.

Phases of Bridges' Transition Model

  1. Ending, losing, letting go: Help people name what they are losing and what they keep. In a session: acknowledge the old way, mark the ending, let concerns be heard.
  2. The neutral zone: The in-between time when the old is gone but the new is not yet working. Offer short-term goals, regular check-ins and room to experiment, since this is also where innovation happens.
  3. The new beginning: People take on new roles and identities with fresh energy. Celebrate early wins, clarify purpose and roles, and reinforce the new behaviours.

Key principles

  • Change is situational, transition is psychological
  • Every transition starts with an ending
  • The neutral zone is uncomfortable and creative
  • People move through phases at different speeds

Best for

  • Reorganisations and mergers
  • Leadership during change
  • Team retrospectives on change
  • Career and role transitions

Considerations

  • Descriptive rather than prescriptive about timing; phases overlap and individuals differ.
  • Based on practitioner experience rather than controlled research.
  • Needs to be paired with a structural change plan (for example Lewin or Kotter).

Attribution & sources

Developed by William Bridges, 1991

Primary source

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