Change vs. Transition

One of the most valuable lessons we have learned over the past 16 years Your Clear Next Step has been operating, is the difference between change and transition. While they may seem like two sides of the same coin, they are actually very distinct processes that require unique approaches.

Let’s break it down. Change is what happens to us. It’s the external event—one thing ends, and another begins. Imagine you’re downtown, moving from Building A to Building B. You used to work in a single organization with one building. However, now through mergers or acquisitions, you find yourself moving to a different building within a multifaceted organization. That’s change: Building A ends, and Building B begins.

But transition? Transition is the journey you take from A to B. It’s the internal process by which you let go of where you were and step into the unfamiliar territory of what’s new. And, let’s be honest, that middle part isn’t always easy. It's a period of instability, where things feel fuzzy, uncertain, and uncomfortable.

A Spoonful of Change

To illustrate how we experience change and transition, let’s picture something a bit more every day. Imagine a group of colleagues enjoying their weekly mac and cheese lunch in the break room. One prefers a fork, another a spoon, and a third uses a spork. They’re all happy with their utensil of choice, and everything is going smoothly. But then, one week, they walk into the break room, and the only utensil available is a spoon. One employee doesn’t think twice about it and digs right in with the spoon. Another feels frustrated—"How can I eat this without my fork?" And the third thinks, "Well, it’s sort of like my spork, but I’ll need some time to get used to it."

This is change in action: the external shift (all spoons, no forks) is immediate, but each person’s transition—their internal reaction to the change—varies greatly. For more information on the roadmap of change, check out our blog post on change as a journey. Here you can learn more about change appetite, growth mindsets, and plenty of other change-oriented terminology.

The Five Stages of Transition

When we go through any significant shift, there’s a transitional process we all experience, and it can be broken down into five stages:

1) Stable in A
This is the comfort zone. Everything is familiar, and we feel secure. Whether it’s a certain way of doing business, a favorite tool, or a well-worn routine, we know the lay of the land and feel connected.

2) Letting Go of A
This is where things get tricky. Letting go of the familiar can spark feelings of denial, grief, or even anger. We may resist the new because we don’t want to leave behind what’s comfortable. This stage can feel a lot like loss.

3) The Unstable Period
Ah, the murky middle. Between what was and what will be, we find ourselves in a state of doubt and discomfort. Things are fuzzy, and we’re not sure how to proceed. It’s like learning to drive to a new office—you might take the wrong turn or accidentally end up at your old workplace out of habit. It feels awkward, and nothing quite clicks just yet.

4) Taking Hold of B
After a period of uncertainty, we begin to embrace the new. There's a sense of discovery, and we start to see the potential. Optimism grows as we get a clearer picture of what B looks like, and we start to feel more confident in navigating this new reality.

5) Stable in B
Finally, we arrive. What once felt foreign now feels like the new normal. We've committed to the change, learned the new skills, and found our groove. Stability and comfort are restored, but now in the context of the new situation.

The Heavy Lifting of Transition

Let’s not sugarcoat it: transition requires hard work. It’s the heavy lifting that comes with letting go of A and stepping into B. This is the sweat-inducing part of the process, where we need to learn new skills, adopt new routines, and embrace new ways of doing things.

For leaders, this is especially important to understand. The transition isn’t just about a new direction or organizational shift; it’s about supporting your team through that fuzzy, uncomfortable period. And the good news? There are tools and processes to help.

Transition doesn’t have to be guesswork. There’s a reusable, repeatable framework that can guide you and your team through the beginning, middle, and end of the journey. You can define timelines, set expectations, and help people through each stage, from stable in A to stable in B.

As leaders, it’s crucial to acknowledge the emotional component of transition. When people are asked to let go of something they’ve grown attached to, there’s a period of grief, frustration, and resistance. Your team may feel uneasy, unsure of what’s next, and they might make mistakes along the way—like taking the wrong commute or forgetting a new process. But that’s all part of the journey. To learn more tips on sharing the heavy lifting of transition, check out our blog post on being Willing & Able.

“Pardon Our Progress”

One of the best things you can do as a leader is to embrace the messiness of transition. There’s a saying we use: “Pardon our progress.” It’s a gentle reminder that perfection isn’t expected during the transitional process.

As a leader, it’s okay to admit that you don’t have all the answers right away. You don’t need to know every detail at the start of the journey. But what’s important is acknowledging the change, recognizing the losses your team may feel, and setting realistic expectations for what’s to come.

Transition is not a straight line—it’s more of a rollercoaster. There will be ups and downs, and it’s normal for things to feel unstable along the way. But as long as you keep communication open, provide the necessary tools, and give your team time to adjust, you can help guide them through that instability and towards the new reality.

Crafting the Conversation

So, how can leaders help ease the transition? One of the most powerful tools is simply crafting the conversation. Take a few moments to sit with your team and clearly define what’s changing and what’s staying the same. What is the journey from A to B, and what can they expect along the way?

In one of the most successful organizational shifts I’ve seen, the leadership team spent two years laying the groundwork for change. They didn’t rush the process; instead, they spent time getting people comfortable with the idea of what was changing and what wasn’t. It took careful planning, repeated conversations, and a lot of patience. But because they invested that time upfront, the transition was smoother, and the team was better prepared for the change.

Transition takes longer than we think, and it’s important to acknowledge that. Saturation—the point where people feel overwhelmed by too much change—can lead to organizational fatigue. That’s why planning ahead, pacing the process, and giving people room to adjust is critical.

At the end of the day, change is inevitable when running a business. But a successful transition? That's where the real work starts. By understanding the journey from A to B and supporting your team through the highs and lows, you can navigate change in a way that feels less overwhelming and more achievable.

So, whether you’re navigating a system change, a cultural shift, or an organizational overhaul, remember transition is a process. Embrace it, plan for it, and lead with empathy. You and your team will emerge stronger on the other side.

All of us at Your Clear Next Step hope the tips and insights we’ve shared help you feel more confident and prepared to succeed in the workplace. If you’re interested in learning more about navigating change, be sure to check out our Change & Transition resources—they’re super helpful! And if these topics resonate with you, our Change Makers certification program might be the perfect fit. For more details, head over to our website, and if you have any questions, don’t hesitate to reach out to us. We’d love to hear from you!