Introduction
The Model of Transition developed by William Bridges offers a framework that can be used to understand better the process of transition and the emotional journey that goes along with it. The paradigm is broken down into endings, neutral Zone, and new beginnings. Disengagement, disintegration, misidentification, disillusionment, and disorientation are all components of endings, while the confusion, ambiguity, and uncertainty that define the Neutral Zone are hallmarks of the middle ground(Bridges & Bridges, 2019). The last stage, the new beginning, denotes a return to a feeling of purpose and direction.
Personal watershed events are pivotal junctures in one’s life that signal a change in direction and substantially influence the person (Beer et al., 2023). As an ex-military member, the concept of goodbyes is not new to me. However, leaving the Army after ten years of service marked a significant transition. I experienced the endings stage of the transition as I disengaged from my role as a soldier and began dismantling my identity as a military member. Saying goodbye to my comrades and the structure and routine of military life was difficult, but I knew it was time to move on. These occurrences may have a beneficial impact, like getting a promotion or getting married, or they can have a detrimental effect, like losing a loved one or a job. When it comes to enabling change in the workplace, having leaders and managers who understand how these occurrences affect people may help them be more empathic and responsive.
Anybody who aspires to be a change agent in the workplace may find the insights acquired from evaluating a personal watershed event using Bridges’ Model of Transition useful. Leaders and managers may anticipate the problems and responses of workers and give support and advice to assist them in navigating through the process by knowing the emotional journey that accompanies change and understanding the emotional journey that follows evolution. In addition, by acknowledging the significance of the neutral Zone, leaders can establish an atmosphere that fosters experimentation, learning, and innovation—all of which are essential to achieving success in today’s fast-paced and ever-evolving corporate climate.
This paper will apply Bridges’ Model of Transition to a unique watershed event and reflect on the insights acquired from this research to assist change in the workplace. William Bridges developed bridges’ Model of Transition. Change is an unavoidable aspect of life, and to effectively lead and manage others, it is necessary to be aware of the effects of change on people. Leaders and supervisors that use Bridges’ Model of Transition can anticipate the obstacles and emotions of their staff, as well as give support and advice. As someone who has experienced a watershed event in my life, such as leaving the military, I can personally attest to the usefulness of the Model of Transition in understanding the change process. The stages of endings, neutral Zone, and new beginnings align with my own experiences of disengagement, confusion, and finding a new purpose.
As a former military member, I understand the importance of having leaders who are empathetic and responsive to the needs of their team during times of change. Understanding the emotional journey accompanying change can help leaders anticipate their team’s responses and provide support and guidance to help them navigate the process.
Watershed Situation Description
The choice to uproot one’s life and relocate to a different nation for better employment prospects was not easy. As ex-military personnel, leaving the military after ten years of service significantly changed my personality and professionally. The goodbyes I had to say to my comrades, leaders, and the military community was emotionally challenging. I was disengaging from a familiar environment and a social identity that had become a part of my life for a significant period. This disengagement has been compounded by the dismantling of my life in the military, including selling my belongings and transitioning to civilian life. I needed to engage in a significant amount of introspection, study, and preparation to guarantee that I was making the best decision possible. The influence it would have on my personal life, such as having to say goodbye to family and friends, and the impact it would have on my professional development were factors that needed to be taken into consideration by me. Because of the transfer, I would have to adjust to a new work environment and different cultural standards, which was a terrifying thought.
This experience was a defining milestone for me for several reasons, one of which was that it forced me to confront my anxieties about the unknown and venture outside of my comfort zone. I needed to expand my adaptation, resilience, and flexibility skill set. I was forced to adapt to a new way of life and surroundings and learn how to interact with new people. That was a significant shift that needed a lot of bravery and effort, but in the end, it was worth it.
In addition, the transfer was also a defining moment in the trajectory of my professional life. It allowed me to take on new challenges, develop new skills, and get experience working in other countries worldwide. As a result, I could extend my viewpoint and see the world through a new lens. Notwithstanding the difficulties that came with it, I was not in a position to pass up such a once-in-a-lifetime chance. This defining moment significantly impacted my personal and professional development in the grand scheme. It educated me on the importance of resiliency, adaptation, and bravery.
Watershed Situation Analysis
Endings:
The first phase of the shift is called Endings, and it consists of disengaging, disassembling, losing one’s identity, losing one’s enchantment, and becoming disoriented(Deszca et al., 2019). As an ex-military member who has served for ten years, I can relate to the misidentification aspect of the Endings stage when leaving behind the military community and culture that I had become accustomed to. This was one of the most challenging aspects of my transition, as I faced the uncertainty of a new identity and environment outside of the military. I felt emotionally and mentally detached from my previous surroundings, which led to disengagement as I began disassembling my life and saying goodbye to the people I cared about.
The difficulties of abandoning the familiar and adjusting to the unknown left me disillusioned and disoriented, struggling to find my place in the civilian world. However, I understood that these feelings are a normal transition process and that adjusting to a new identity and environment takes time and effort. By acknowledging and understanding the emotional journey accompanying change, I could more effectively navigate the transition process and find a sense of purpose and direction in my new beginning.
Neutral Zone:
The second stage is known as the “Neutral Zone,” characterized by uncertainty, discomfort, and perplexity. During the Neutral Zone, I experienced confusion, discomfort, and uncertainty as I struggled to find my footing outside the military. The familiar structure of military life was no longer there, and I was forced to navigate a new and uncertain environment. This was a challenging time, but seeking support from my fellow veterans and exploring new opportunities helped me to cope with the discomfort and find meaning in this stage. The disenchantment aspect of the Endings stage was characterized by the challenges of adapting to civilian life after being in the military for a significant period. I faced the challenge of finding a new purpose and direction in life and adjusting to a different set of values and expectations. At the time that I was attempting to establish myself in the new nation, I went through all of these feelings. I sought assistance from other people, explored my new surroundings, and found strategies to manage the discomfort to take steps toward finding meaning in this part of the process.
As I went through the Neutral Zone during my transition, I took the opportunity to reflect on my previous experiences and consider how they could be useful to me in my new country. This helped me to reframe my perspective and see the situation as a chance for personal growth and advancement. Instead of seeing the Neutral Zone as a state of confusion and discomfort, I began to view it as a space where I could explore and try new things.
By adopting a more open and curious mindset, I could embrace the ambiguity and uncertainty of the Neutral Zone and use it as a platform for learning and discovery. This allowed me to discover new skills, make new connections, and explore new interests, which ultimately helped me find my footing in my new environment. In this way, I used the Neutral Zone as a Launchpad for my new beginning and ultimately found a sense of purpose and direction in my new life. While trying to discover purpose in the Neutral Zone, one of my most important steps was actively seeking new experiences and possibilities. I ventured into unfamiliar areas, experimented with new cuisines, and attempted to form relationships with individuals whose experiences ranged widely. This gave me a deeper grasp of the culture and helped me quickly adjust to my new surroundings.
Establishing a routine and looking for methods to bring about stability in my new life were critical steps that I needed to take. I signed up for lessons at a nearby language school, established a grocery shopping routine, and joined a nearby fitness center. These simple routines assisted me in establishing a feeling of normality in an otherwise foreign and strange setting.
Throughout the transition, the period known as the Neutral Zone was a challenging but ultimately gratifying part of the process. I discovered meaning in a predicament, even though it was uncomfortable and lacked clarity, by engaging in introspection, investigation, and experimenting. Because of this, I could go to the next and last step of the shift with a clear understanding of my goals and where I wanted to go.
New Beginning:
The New Beginning stage was a time of acceptance, integration, and dedication. After going through the challenges of the Endings and Neutral Zone stages, I started to adjust to my new life and find a sense of purpose and direction. I began to feel comfortable and at ease in my new environment, making new friends and trying out new activities.
Through this transition process, I learned valuable lessons about resilience, adaptability, and the importance of community. I realized that change could be difficult but can also be an opportunity for personal growth and development. By embracing this new beginning and committing myself to my new life, I found a sense of fulfillment and happiness that I had not experienced before. The New Beginning stage allowed me to fully integrate into my new life and move forward with purpose and optimism.
My past identity and the new one started to merge as I learned to adapt my previous experiences and abilities to my current location. Because of this adaptation, I now feel more at home in my new position and surroundings. To completely commit to my new life, I made plans, met new people, and took advantage of all the opportunities presented to me.
Having served for ten years, I understand the Endings phase and the feelings of loss associated with leaving the military society and culture. It was tough to leave the camaraderie and common goal we had as troops behind and say our goodbyes.
During the Neutral Zone, I had to deal with the anxiety of adjusting to civilian life and identity for the first time. It was a period of trial and discovery as I sought out new experiences and methods to establish who I was apart from my time in the military.
When I readjusted to civilian life, I entered a period I call a “New Beginning,” during which I felt a growing feeling of acceptance, integration, and dedication. The more I thought about it, the more I realized that my military background might also help me in my civilian life. I became stronger, more flexible, and more appreciative of my community due to my experiences with change.
In retrospect, these three periods of transformation and shift contributed to the development of my life. I could take stock of what I was leaving behind and how I felt about it during the Endings phase. The stakes on the Neutral Zone stage compelled me to explore new avenues. And the New Beginning stage provided me the will to adjust and build a better life for myself once I left the service.
After giving it some thought, I’ve realized a few things that will help me bring about change at work. Change is not linear; it occurs in phases that call for varied approaches. Second, accepting the discomfort and uncertainty of change is fundamental to overcoming it and moving on. Last but not least, if you want to build a brighter future, you need to discover methods to combine the old with the new and be willing to embrace the shift fully.
I learned from and implemented William Bridges’ Model of Transition thanks to my experience of relocating to a new nation for a career opportunity. With the knowledge I’ve received from this study, I’ll be able to aid my coworkers and their clients as they undergo organizational transformation.
Reflective Analysis
As a result of participating in this reading and writing exercise, I learned three unique insights regarding individual responses to change. These insights will help me to assist change in the workplace more successfully. My first takeaway is that transformation is a process, and just like any other process, it contains many phases that a person must pass through. To be an effective agent of change, it is essential to have patience, empathy, and support for the people going through the change process.
Second, while change might be difficult, it provides personal development and advancement opportunities. A change agent must assist folks in recognizing the potential advantages of change. Establishing an atmosphere that fosters the growth and development of the people around them is also essential.
Last, the disorientation aspect of the Endings stage was characterized by the feeling of being lost and confused in a new environment and the challenge of adapting to a different way of life outside the military. I realized the need for clear communication in effecting change. To be an effective change agent, it is essential to communicate openly, often, and honestly with the people touched by the change. This contributes to the development of trust, the reduction of resistance, and the facilitation of a more seamless transition.
Conclusion
As ex-military personnel, the Endings phase of the transition model was particularly relevant to me as I had to say goodbye to the military community and culture that I had become accustomed to over my ten years of service. This included bidding farewell to my fellow soldiers and superiors, who had become my family. Although it was a challenging and emotional process, it allowed me to reflect on my experiences in the military and how they had shaped me into the person I am today.
By understanding and experiencing the emotional journey of the Endings phase, I have gained valuable insight into how different people react to change and transition. As a change agent in the workplace, I can use this knowledge to be patient, empathetic, and supportive of individuals impacted by the change. I can also help them see the potential benefits of change, create an environment that supports growth and development, and communicate effectively with them.
Overall, William Bridges’ Model of Transition has proven to be a valuable tool for understanding and navigating major life changes, such as leaving the military. By acknowledging the emotions and challenges of the Endings, Neutral Zone, and New Beginning phases, I have successfully transitioned to civilian life and embarked on a new chapter in my career and personal life.
Reference
Beer, A., Sotarauta, M., & Bailey, D. (2023). Leading Change in Communities Experiencing Economic Transition: Place Leadership, Expectations, and Industry Closure. Journal of Change Management, 1–21.
Bridges, W., & Bridges, S. (2019). Transitions: Making sense of life’s changes. Hachette UK.
Deszca, G., Ingols, C., & Cawsey, T. F. (2019). Organizational change: An action-oriented toolkit. Sage Publications.
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