Which definition describes 'transition' in Bridges’ model of human transitions?

Comprehensive and Detailed In-Depth

William Bridges’ Transition Model is a key framework in the APMG Change Management Foundation,

distinguishing between change (the external event) and transition (the internal psychological

process). The model has three phases: Ending, Losing, Letting Go; Neutral Zone; and New Beginning.

Let’s evaluate each option with extensive detail:

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Option A: "The planned actions required to make a change" – This describes the mechanics

of change (e.g., implementing a new system), not transition. Bridges focuses on the human

experience, not logistical steps, so this is incorrect.

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Option B: "The emotional process of adjusting to a change" – This is the correct definition.

Bridges emphasizes that transition is about how people emotionally and psychologically adapt to

change. For example, when a company relocates, the change is the move, but the transition involves

employees grieving the old office, feeling disoriented, and eventually embracing the new space. The

APMG framework highlights this emotional journey as central to Bridges’ model.

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Option C: "The time elapsed between letting go of the old and experimenting with new

ways" – This partially aligns with the Neutral Zone phase but is too narrow. Transition encompasses

the entire process (all three phases), not just a time segment, making this incomplete.

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Option D: "The physical process of adopting new changes" – This again focuses on external

actions (e.g., using new tools), not the internal adjustment Bridges describes, so it’s incorrect.

Option B captures the essence of Bridges’ model: transition is an emotional, human-centered

process, distinct from the tangible aspects of change. The APMG materials use this to explain why

managing feelings—like resistance or hope—is critical during change initiatives.

Reference: APMG Change Management Foundation, Chapter 3 – Individual Change, Bridges’

Transition Model section.