The Bridges Transition Model is a framework that can be used to understand and manage individual and organizational change. William Bridges, a leading authority in transition management, developed the model.

The model has three main components: the ending, neutral zone, and beginning. It is common to illustrate these phases as a U-shaped curve with the neutral zone in the middle.

During the first phase, ending, people come to terms with the fact that change is taking place and begin to let go of old practices. Leaving behind one's belongings can be a difficult and emotional process, as people may feel grief or loss.

In the second phase, the neutral zone, the old ways of doing things no longer work, but the new ways have not yet been fully developed. As a result, people may feel like they are in limbo during this time, which can be confusing and stressful.

In the third phase, beginning, people begin to adapt to new ways of doing things and develop a new sense of identity. People can take advantage of this time of growth and opportunity to explore what new ways of doing things mean to them.

The model can help manage change within organizations and understand how people go through the change process. However, there have been criticisms of the model for being too linear since it does not consider the possibility that people may move between phases or experience more than one phase simultaneously. Further, the model does not address the issue of resistance to change, which can be a significant obstacle to successful change management.

Despite these criticisms, Bridges' Transition Model provides a valuable framework for understanding and managing change. Change management can provide a roadmap for change and assist people in navigating the often difficult transition from old to new ways of doing things.

Keywords: Bridges Transition Model, change management, William Bridges, ending, neutral zone, beginning, U-shaped curve, grief, loss, limbo, stress, identity, resistance to change.