The document discusses two models for understanding and managing organizational change: the Transition Model and the Change Curve. The Transition Model developed by William Bridges describes change as a 3 phase process: 1) Ending, which involves letting go of the past, 2) Neutral Zone, a transition period marked by uncertainty, and 3) New Beginning, when people commit to the change. The Change Curve model predicts that change will negatively impact performance until people accept the change and integrate it. Both models aim to help leaders guide individuals and organizations through the emotional aspects of change.

1. Managing change with
The Transition Model
#ChangeManagement
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2. Leading change can be difficult as
many find it uncomfortable, often
resisting and opposing it initially
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3. Time
3
BARGAINING
Overwhelmed
Helplessness
Hostility
Flight
1
DENIAL
Avoidance
Confusion
Elation
Shock
Fear
2
ANGER
Frustration
Irritation
Anxiety
4
DEPRESSION
Struggling to find meaning
Reaching out to others
Telling one’s story
5
ACCEPTANCE
Exploring options
New plans
Moving on
The Five Stages of Grief theory,
shows how people are affected by
dramatic life events such as change
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4. PHASE 2 PHASE 3
The Change Curve can be used to predict how performance is likely
to be affected by the announcement and implementation of change
Time
Performance
Shock
Denial
Anger
Depression
Acceptance
Integration
CHANGE”
Change CurveThe
PHASE 1 PHASE 2 PHASE 3
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5. CHANGE CHANGE
TIME
Ending Neutral New
BeginningZone
The Transition Model, developed by William Bridges, is a useful
model for understanding the process of organisational change
Phase 1 Phase 2 Phase 3
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6. Ending
To implement change, we first need to let people know that
something is going to end, so this is the first phase of transition
• Listen empathetically
• Allow time
• Acknowledge losses
• Help people let go
• Mark endings symbolically
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7. Neutral
Zone
The second phase bridges the old and the new, so people
tend to experience feelings of confusion, skepticism,
frustration, and perhaps even apathy
• Normalise
• Encourage
• Protect from failure
• Provide check points
• Encourage experiences
• Create temporary roles & structures
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8. New
Beginning
The final phase is one of high energy, acceptance, and
excitement, with followers being more receptive to
learning and committing to the change
• Dramatise new identity
• Redesign roles collaboratively
• Provide support & training
• Look for and create quick wins
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9. Nathan Wood
Nathan Wood is a former professional sportsman and youth
international, mentor/assessor to Level 3 sports coaches,
and a certified Level 4 master coach.
Now operating a sports performance consultancy, he works with a
diverse range of athletes, coaches, parents, and organisations,
helping them to realise their true sporting potential.
Let’s connect
linkedin.com/in/nathan-wood-coaching
twitter.com/NathanTheoWood
facebook.com/NathanWoodConsulting
instagram.com/nathantheowood
slideshare.net/NathanWood44
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