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Change &Transition

One of the most challenging issues in organizations and business today is change.  We either make change happen so quickly that people don’t have time to get on board and make it happen effectively or we’re not given enough time to do what it takes to see change occur when it needs to.

CHANGE AND TRANSITION ARE NOT THE SAME

“…to make radically different”

“…give a different position, course, or direction to”

“…to replace with another”

“…to make a shift from one to another”

“…to pass from one phase to another”

“…to undergo transformation, transition, or substitution”

These are just a few of the definitions that Webster’s Dictionary provides for the word CHANGE.  If you notice, you see nothing about stability, sameness, stagnation, or stopping.  Webster’s Dictionary says that the word change is a verb.  The word itself, therefore, implies movement or action. 

On the other hand, one important component of the “change process” that is often overlooked and underestimated is TRANSITION.  Webster’s defines transition as “passage from one state, stage, subject, or place to another…” Sounds a lot like change, doesn’t it?  That is where the problem lies. 

Organizations and businesses today see change and transition as one in the same.  We believe they are very different.  According to William Bridges (Managing Transitions, 2003), “It isn’t the changes that do you in, it’s the transitions.”  So what is the difference between change and transition?

OUR STRUGGLE WITH LOSS

“Change implies making … an essential difference, often amounting to a loss of original identity” (Webster’s Dictionary).  If you notice, in this definition of change, the concept of loss is introduced.  When change occurs, loss also occurs.  Unless we allow opportunity for people to deal with the losses associated with change (transition), the change never really is implemented effectively.  In other words, “change” is the what and “transition” is the how.

Whenever change occurs, transition goes with it.  In order to be effective, we need to involve the people affected by the change in the change process.  We need to allow a process to occur which deals with people’s emotions.  There needs to be intentional efforts made to allow people to experience their losses and deal with their emotions.  However, people are unique.  We don’t all adjust emotionally at the same pace or in the same direction.  You will always find individuals who accept and embrace change easily and quickly.  You will also always find people who need more time and support to work through the change process.  Do not assume these people don’t care or are unwilling to get on board with the change.  Take the time to involve them, to engage them and support them through their feelings.  You will find that some of your greatest advocates of the change you desire will be those who struggled with it the most in the beginning.