Transition is the human side of change. In the organizational context, a change might be an office relocation, new software installation, promotion, or re-organization. A transition is the adjustment process over time by the people impacted by the change. Some of the indicators of people and organizations in transition include anxiety, upset, ambivalence, and detachment, just to name a few of the common emotions that accompany change. Even if an organizational change is “for the better,” the psychological impact of the change will disrupt familiar patterns and relationships. The personal make-up of an individual and the collective culture of an organization determine the magnitude of the impact.

Food for Thought ~

Leaders need to understand that organizational changes precipitate human transitions. The human factor will always affect the change’s intended improvements. By understanding the dynamics of change and transition, you can lead your organization safely through it. Be proactive with planning and preparation, rather than waiting to be reactive when problems arise. Facilitate the transition. Achieving the desired outcomes of a change requires managing a successful transition.

Question for the day ~

In your role as a leader, do you understand and apply the principles of change and transition management to the changes in your organization? How “transition-worthy” is your organization?

On a Personal Note ~

This Tuesday Minute is dedicated to the memory of William Bridges, acclaimed author, international consultant, gifted teacher, and pioneer in the field of change and transition. I am honored to have worked with Bill as a client as well as a colleague. His breakthrough thinking and lyrical communication touched the lives of many; and I am one. If you would like to know more about William Bridges and his work, here’s a link to his obituary in the San Francisco Chronicle. William Bridges.

With gratitude,

Mary