As a leader, you are no stranger to driving changes that demand adept leadership skills.

Successful leaders of change recognize the impact of a balanced leadership strategy. A focus on the technical aspect of the change (what and when) must be balanced with a focus on the human aspect (why, who and how). That is, not only do the nuts and bolts of a solution need to be installed and monitored, but so do the people factors, such as stakeholder buy-in, commitment to the effort and willingness to take on new mindsets and habits.

A practical lens for understanding the human factors of change is found in William Bridges’s Transition Model. This reality-based view of how people move from current state to future state helps leaders navigate resistance, earn buy-in, preserve engagement and accelerate progress.

Here is a quick guide on how you can lead with clarity and confidence through each stage of change.

A Reality-Based Lens on Change

Bridges outlined a model that remains highly relevant. His core focus? Change is a process you actively move through.

Consider two types of change: unwanted change and desired change.

• A storm damages your facility—an unwanted change, but you must respond to it and lead through the disruption.
• You reengineer your service line for a better opportunity—a desired change that requires adjustment within your team with your exemplary leadership.

Both examples demand focus to get to a successful desired end state for you, your team, your organization and your customers.

Three Stages of Navigating Change

Experience, along with a humble dose of trial and error, leads us to particular insights for each of the stages.

1️⃣ Ending, Losing, and Letting Go. Every change starts with an ending. There may be a shift away from familiar ways of thinking, working, spending and decision-making, which can cause uncertainty, resistance or emotional responses, even if the change is ultimately beneficial.

➡️ Leadership Insight: Acknowledge the ending. Talk through the impact of the change; create space for discussion. Rather than ignore, minimize, deflect or resist dialogue, step into it. Memorialize the ending. Closure moments matter.

2️⃣ The Neutral Zone. This zone is one of uncertainty and impatience. The old way has ended, but the new way isn’t fully formed. Confusion is common. This zone demands much energy as you may find you and your team working harder to learn new things and contributing to the future state. Productivity may dip; skepticism may rise. Team members may move forward at different paces. Frustration and a longing for the good old days may creep in. However, this stage also presents a unique opportunity for innovation, new thinking, energy and recalibration.

➡️ Leadership Insight: Reinforce the “why” to keep help move people forward. Use this time to encourage experimentation, redefine priorities, reshape roles and communicate frequently. Ongoing dialogue and feedback is critical to keep stakeholders engaged and committed.

3️⃣ The New Beginning. Once clarity emerges and new habits set in, energy and alignment increase. People adapt to new systems, roles and expectations. People further connect their individual contributions to the vision. The tone of conversations is more forward-thinking and solutions-oriented.

➡️ Leadership Insight: Adapt systems and structures to reinforce the desired change, including metrics, technology enablers, communications, and reward and recognition. Mark milestones publicly to build momentum and sustain success. Momentum builds confidence and commitment.

Now What?

Change is inevitable. Therefore, how you lead through it will define your impact, success and legacy.

Ask yourself:

• What past experiences might guide you? What are lessons learned that will help now?
• Where is your team in this change process, and where should they be?
• How can you create clarity and alignment to move forward effectively?
• How will you deepen your skillset to become a stronger change leader?

No change effort is perfect, but proactive steps to address the human side of change with as much fervor as the technical side will yield results that far exceed a one-dimensional strategy.