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The Bridges Transition Model, developed by William Bridges, focuses on the psychological and emotional processes individuals experience during change. It distinguishes between change (the external event or situation) and transition (the internal process of adapting to the change). The model outlines three key stages:

1. Ending, Losing, and Letting Go
   This initial phase involves recognizing what is being left behind, such as old processes, relationships, or habits. It can evoke emotions like denial, anger, confusion, or frustration. Leaders must help individuals acknowledge these losses and manage their resistance to change.

2. Neutral Zone
   The transitional phase where the old ways are gone but the new ones are not yet fully established. This period is often marked by uncertainty, anxiety, and low morale but also offers opportunities for creativity and innovation. Support through clear communication and guidance is essential to help individuals navigate this stage.

3. New Beginnings
   In this final phase, individuals begin to embrace the change, adopt new behaviors, and establish fresh identities. It is characterized by renewed energy, commitment, and a sense of purpose. Leaders should reinforce these new practices to ensure long-term success.

The model emphasizes addressing emotional responses to change to reduce resistance and foster smoother transitions. It is widely used in organizational settings to manage change effectively while supporting employees through their psychological journey.