The Bridge’s model identifies 3 phases in a process where people gradually the new environment or business landscape.
The focus is on transition, not change. The difference between these is subtle but important. Change is something that happens to people, even if they don’t agree with it.
Transition, on the other hand, is internal: it’s what happens in people’s minds as they go through change. Change can happen very quickly, while transition usually occurs more slowly.
End what used to be , identify who is losing what, openly acknowledge the loss, mark the endings and continuously repeat information about what is changing and why.
2. Neutral Zone
Individual within the organisation feel disorientated with falling motivation and increasing anxiety. Ensure that people recognise the neutral zone and treat it as past of the organisations change process.
3. New Beginning
Gain acceptance of purpose; communicate a picture of how the new organisation will look and feel; Communicate and gain a step by step understanding of how the organisation will change
You can use the model to understand how people feel as you guide them through change. I clarifies the psychological effect of change.
While the model is useful for implementing change, its not a substitute for other change management approaches. It can’t be used as an independent change management model.
Does your organisation require a change (hard restart) or a transition (soft restart). It really depends what the organisation is looking to do.