Bill Bridges was a good friend of my father, Dick Bolles, author of "What Color Is Your Parachute." I've found the model is highly relevant when individuals are heavily invested in their current situation, such as working in a longtime profession but unable to find work, a resident of a geography or community when they need to relocate, or invested in a relationship when the partner no longer has the same investment. Bill identified the dynamics of our cognitive biases against change, and strategies for helping people to identify and reframe their mindset to relinquish former anchors, and to build positive reinforcement for the changes to come. -gB

One thing I have observed is the need to communicate regularly and not bulldoze into a change without proper consultation with the people who will be experiencing the change. I think it is a considerable cost to any change management process not to consider the human side of change as the most critical factor in a successful change management process. Fail to communicate and bring people along, and the change wont work

What is the Bridges transition model? The Bridges transition model was developed by William Bridges, an organizational consultant and author, who argued that change is not the same as transition. Change is the external event or situation that requires a response, such as a new strategy, a merger, or a pandemic. Transition is the internal process that people go through to adapt to the change, such as letting go of the old, exploring the unknown, and committing to the new. The Bridges transition model identifies three stages of transition: ending, losing, and letting go; the neutral zone; and the new beginning. Each stage has its own challenges and opportunities, and requires different types of support and guidance from leaders and coaches.

Bridges model is used together with other change strategies and helps in prioritising organisational strategy along with managing resistance especially in large workplaces ,mergers or simply prioritising ,I find similarities with Lewis change freeze 🥶 unfreeze and freeze models ,among these is the individual that remains a priority as resistance often buds from individuals to collective ,wellbeing and clarity are of utmost importance from leaders ,and not forgetting the communication and involvement at all levels

I think the article lacks the in depth experience of bringing a diverse group together, from start to reaching consensus to make changes at the speed and magnitude needed.