Personal Watershed Point

Personal Watershed Point/Event

Bridges model focuses on transition on personal life, not on change, while Duck focuse Transition happens slowly while change is fast. Transition is psychological and is internal. It is what happens in peoples mind as they go through change. Change can happen very quickly while transition usually occurs more slowly. This model is three phases process (1-Ending or letting go, (2- The neutral Zone, (3- The new beginning), in these phases people gradually accept the detail of the new situation and the change that come with it. Bridges says that people will go through each stage at their own pace (Bridges, W.2004). For instance if an employee feel comfortable with the change he/she will more likely move ahead to stage three faster, while others will lingers at stages one or two.

Duck’s change curve model consists of five phases such as Stagnation, Preparation, Implementation, Determination and fruition. All of these phases play an important role in managing organizations. “the Change Curve is a simplification and an approximation of complex, ambiguous, and volatile human emotions that accompany all types of organizational change, from externally driven mergers and acquisitions to internally planned and managed new programs” (Cawsey, Deszca & Ingols, 2016, P.51). In stagnation we find out the indicator that something is wrong or not working such trainings, policy, procedure or organizational roles. Organizational issues are addressed in preparation stage. Plans are executed in implementation stage and organizations are expecting potential challenges staff will face. In fruition we find what has actually changed.

Both models are useful in helping team leaders/ managers to guide people through change. Bridges model is more personal and is internal. It what happens inside people’s mind when they are presented with change.