tag:blogger.com,1999:blog-27878678889301948962024-03-12T22:07:34.338-07:00Dr. Connie's BlogDr. Constance J Pritchardhttp://www.blogger.com/profile/02702800173594285551noreply@blogger.comBlogger2125tag:blogger.com,1999:blog-2787867888930194896.post-41823924101460577062019-03-14T11:14:00.002-07:002019-03-14T11:14:44.297-07:00<div class="separator" style="clear: both; text-align: center;">
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<span style="color: black; font-family: "Arial",sans-serif;">And now about events . . . and transitions!<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="color: black; font-family: "Arial",sans-serif;">Since transitions seem to be almost minute by minute, I wanted to
write again about that topic.<span style="mso-spacerun: yes;"> </span>Bridges’
work is based on organizational change, while another of my favorite transition
models (Schlossberg’s Transition Theory) works best for individuals.<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="color: black; font-family: "Arial",sans-serif;">I have experienced significant “aha” moments with both Bridges and
Schlossberg.<span style="mso-spacerun: yes;"> </span>I know I know – others
might have grasped these thoughts intuitively.<span style="mso-spacerun: yes;">
</span>For me, how Schlossberg describes “events” and “non events” and their
impact was a light bulb moment for me.<o:p></o:p></span></div>
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<span style="color: black; font-family: "Arial",sans-serif;">Schlossberg talks about transitions in relation to events – things
that we expect to happen and do happen.<span style="mso-spacerun: yes;">
</span>In other words, they are </span><span style="font-family: "Arial",sans-serif;">transitions
from events that occur predictably.<span style="mso-spacerun: yes;"> </span><span style="color: black;">For example, graduating college, getting a job, marrying,
having children, getting promotions, and such.<span style="mso-spacerun: yes;">
</span></span>There are also unanticipated events that lead to
transitions.<span style="mso-spacerun: yes;"> </span>These unanticipated events are
not predictable or scheduled, such as divorce or job loss.<span style="mso-spacerun: yes;"> </span><span style="color: black;"><o:p></o:p></span></span></div>
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<span style="color: black; font-family: "Arial",sans-serif;">But she also talks about transitions related to “non events” which
are those things we expect to happen but do not – such as not getting married,
not getting a promotion and so on.<span style="mso-spacerun: yes;"> </span></span><span style="font-family: "Arial",sans-serif;">In other words, non event transitions
are expected but do not occur, such as failure to be admitted to medical school.
These non events may be related to individual aspiration or a ripple (due to
someone else or another event).<span style="mso-spacerun: yes;"> </span><span style="color: black;"><o:p></o:p></span></span></div>
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<span style="font-family: "Arial",sans-serif;">What
is a transition?<span style="mso-spacerun: yes;"> </span>According to
Schlossberg it is trigger by an event or non event that results in changed
relationships, routines, assumptions, and roles. While I gave some examples
above, Schlossberg notes that the individual experiencing a transition
perceives the trigger to be an event or non event.<span style="mso-spacerun: yes;"> </span>It is indeed all in the eyes of the
beholder!<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif;">Ok
all of this sounds a bit theoretical (but I did say it was a theory
right?)<span style="mso-spacerun: yes;"> </span><o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif;">When
I thought about it, though, I realized that non events have had a major impact
on my career.<span style="mso-spacerun: yes;"> </span>In fact, I would probably
say that, in some ways, non events triggered most of my major career decisions.<o:p></o:p></span></div>
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<span style="font-family: "Arial",sans-serif;">What
about you?<span style="mso-spacerun: yes;"> </span>What is the relationship
between event and non events in your career?<span style="mso-spacerun: yes;">
</span><i><span style="color: black;">Thoughts by Dr. Connie</span></i><span style="color: black;"><o:p></o:p></span></span></div>
<br />Dr. Constance J Pritchardhttp://www.blogger.com/profile/02702800173594285551noreply@blogger.com1tag:blogger.com,1999:blog-2787867888930194896.post-28010042484619810112019-03-05T08:08:00.001-08:002019-03-05T08:10:52.662-08:00Simple but Difficult! <br />
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I was reflecting on a transition recently. Probably one of the most meaningful books about transition are those by William Bridges. While he is writing about organizational change, his thoughts make so much sense for us career coaches.<br />
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I appreciate Bridges' simplicity. He makes an important point: Change is fast but TRANSITION is slow. He writes that change happens whether people transition or not. Transition, however, is about people -- how they are responding and dealing with the newness and its impacts.<br />
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Ok, All that makes sense, but now let's look deeper at Bridges' model. Change and transition begin with an ENDING. Something is stopping. That is the start point.<br />
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As we move through various emotions and realizations, we begin that slow process of transition. Our next anchor in the model is called the "Neutral zone" which is sometimes pictured as a cloud. And cloud-like the neutral zone is! It is a place where we have begun to release what was (honoring the ending perhaps) but yet we either do not know or have yet accepted what will be. We have moved from denial or anger to a kind of "nothing-ness" emotionally -- an ambivalence.<br />
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Far off, not yet real, not yet believed is "the new." But it is at the neutral zone where we turn to that new and begin the journey to embrace it. Transitions, my friends, are happening.<br />
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Bridges' makes it simple to understand, but do not underestimate the difficulty we all face during change. <i>Thoughts by Dr. Connie</i><br />
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<br />Dr. Constance J Pritchardhttp://www.blogger.com/profile/02702800173594285551noreply@blogger.com0