A longtime client recently shared an epiphany: “I am realizing how long it takes to recover from poor change management – a decade at least.” Yep. Most leaders and organizations are better at designing and initiating change than managing change and transition.

Gleicher and Dannemiller developed a formula, (D*V*F)>R, for managing change. The Level of Dissatisfaction with the status quo times the Vision and First Steps must be greater than the Resistance to the change. As leaders, we can facilitate change by clearly communicating a case for it. We can state a clear rationale for change. We can articulate why business as usual is no longer viable. And we can consider the perspectives of all stakeholders in order to create a felt need for change. We need to communicate an inspiring, purpose-oriented Vision that aligns with our values. We also must define clear and actionable first steps.

And don’t forget that resistance to change is normal. Don’t take it personally; it’s not about you. When you see resistance in the right frame, you’re more likely to recognize it as a valuable source of information.

Change and transition are different yet related. Change is a shift in the external situation. Transition is the psychological process we go through when dealing with change. In his seminal book, Managing Transitions, Bridges shared that transitions have endings, middle zones, and new beginnings.

Everyone moves through the stages in their own way and at their own pace. As leaders, we have a head start going through the stages of transition. Yet we often want people to quickly find their way to a place marked by openness, commitment, and integration—experiences that tend to arise when people embrace a beginning. Often, however, we fail to acknowledge or lean into feelings of what is ending for people: the shock, fear, loss, uncertainty, and frustration. We may also fail to address the anxiety and ungroundedness that can emerge in that middle zone. 

To be sure, leaders can make a difference. We can take time and make space for different experiences of transition. We can honor and speak to what is ending. We can acknowledge the challenges of the middle zone. When we do these things, we move toward successful change and transition.