After over 35 years in the media industry, I’ve experienced the relentless nature of change first-hand. From navigating start-ups and acquisitions to downsizing, and the rise of AI – I’ve learned that change is constant.
But successful transformation……that’s intentional.
So why do some change initiatives succeed, while others fail? Too often, leaders focus on what’s changing – the structures, the processes or tools – but overlook how their teams are experiencing it.
The Bridges Transition Model has been a game-changer for me and has reframed how I lead through change, by focusing on the emotional journey of teams. It highlights three powerful phases:
⭐️ 1. Endings – Clarify what will change and what will stay the same. Be clear about what’s ending and why. Honour the past. Acknowledge contributions. Create space for reflection to help everyone move forward.
⭐️ 2. Neutral Zone – This is the ‘in-between’ where things can feel messy and uncertain. Support experimentation, communicate consistently and listen deeply. This messy middle is where trust is built.
⭐️ 3. New Beginnings – Celebrate early wins and key milestones, reinforce the benefits of the change to foster enthusiasm. Provide the reassurance and support your team needs to succeed in their new reality.
Business transformation isn’t just about systems or strategy – it’s about people. And great leadership means guiding people through uncertainty with clarity, empathy, and purpose.