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Transitions aren’t just about external change—they’re about the internal psychological process people go through when adapting to that change. Inspired by Managing Transitions by William Bridges, this checklist helps leaders support individuals and teams through each of the three phases of transition: Ending, Neutral Zone, and New Beginning.
This isn’t a summary for first-time readers. It’s a reminder and implementation guide for those familiar with the book who want to apply its principles more intentionally in real-world scenarios.
Checklist 1: Navigating the Ending
Transitions begin with letting go. People can’t move forward until they’ve acknowledged what they’re leaving behind—roles, routines, relationships, or identity.
- Have I clearly acknowledged what’s ending and who will be most affected?
- Have I communicated what will stay the same?
- Have I allowed time and space for people to grieve or express resistance?
- Have I honored the past instead of dismissing it?
Checklist 2: Leading Through the Neutral Zone
This is the in-between phase—marked by uncertainty, confusion, and possibility. It’s where new identities are formed and innovation can take root.
- Have I normalized the discomfort and ambiguity people may be feeling?
- Have I created short-term goals or checkpoints to provide structure?
- Am I encouraging experimentation and safe-to-fail efforts during this phase?
- Have I increased communication to reduce anxiety and build trust?
Checklist 3: Supporting the New Beginning
Once people have let go and moved through the ambiguity, they can embrace a new identity, purpose, or way of working. But it must be marked with clarity and symbolic support.
- Have I clearly articulated the new purpose and what success looks like?
- Have I helped people understand their role in the new reality?
- Have I celebrated early wins to reinforce the transition?
- Am I reinforcing new behaviors and providing the support people need to sustain them?
How to Use This Checklist
Return to this checklist anytime you or your team are navigating change. Use it to assess readiness, adjust your support, and ensure that transitions aren’t rushed or skipped. When leaders focus on the human side of change, they create the conditions for real transformation.
Why You Should Read Managing Transitions
If you’re leading change—or living through it—Managing Transitions offers a timeless and practical framework for navigating the human side of transformation. William Bridges doesn’t just explain what change is; he shows you how to guide yourself and others through the emotional process that makes or breaks successful outcomes. It’s essential reading for anyone serious about leading with clarity, empathy, and long-term impact.
