Actually they are not the same, more often than not they are often used to describe the same thing. However there is a fundamental difference.
Change is Situational
Transition is Psychological
William Bridges, an authority on managing transitions (1998 Model of Transition) states that the starting point for dealing with transition is not the outcome but the endings that people have in leaving the old situation behind.
There are 3 stages of Transition: ( William Bridges 1998) Endings - people identify what they are losing and learn how to manage these losses, determining what is over, being left behind and being kept, including relationships,team members and locations.
Neutral Zone - the in-between time when the old is gone, but the new isn't fully operational. This is when the critical psychological realignments take place and is the core of the transition process and the seedbed for new beginnings. The time between old reality and sense of identify and the new one.
New Beginnings - a time of new understandings, values and attitudes, marked by a release of energy in a new direction, an expression of a fresh identity. Well-managed transitions allow people to establish new roles with an understanding of their purpose, the part they play and how to contribute and participate effectively. As a result feeling reoriented and renewed.
If these psychological transitions are ignored or not addressed properly, it can seriously impact the success of the change initiative and is often an area that gets little attention. Unsurprisingly this is one of the key reasons for change failure within organisations.
Often Project, HR teams and Leaders don't have the time, resources or the expertise to assist in this fundamental process, which can result in unnecessary stress and strain, both on the people and the business, which leads to a poor employee experience and an unsuccessful change outcome.
Focusing on the positive attributes of your people and exploring their personal strengths enables these critical psychological transitions to occur in a positive and productive way that prepares and supports people to navigate new beginnings: discovering their purpose and passions and curating fresh identities to accelerate both personal and organisational change success.
Smart organisations invest in a Strengths based approach and profiling to accelerate personal and business change success.
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