
In "Managing Transitions," William Bridges reveals why 70% of organizational changes fail - it's not the change itself but the psychological transition. Endorsed by leadership guru Marshall Goldsmith, this 1991 classic remains the secret weapon for navigating today's relentless workplace disruptions.
저자의 목소리로 책을 느껴보세요
지식을 흥미롭고 예시가 풍부한 인사이트로 전환
핵심 아이디어를 빠르게 캡처하여 신속하게 학습
재미있고 매력적인 방식으로 책을 즐기세요
A company acquires another profitable firm. Within months, profits turn to losses. The acquiring managers implement new systems perfectly, yet productivity plummets. What went wrong? Everything changed on paper, but nothing changed in people's hearts and minds. This scenario plays out thousands of times across corporate America, and it reveals a truth most leaders miss: change isn't the problem. The problem is transition. Here's the distinction that changes everything: change is situational-you move offices, install new software, restructure departments. Transition is psychological-it's the internal reorientation people must undergo for change to actually work. Think of it this way: your company can mandate that everyone use new project management software tomorrow, but you can't mandate that people stop feeling attached to the old system they've mastered over five years. That emotional letting-go? That's transition. And without managing it, organizations simply rearrange the furniture while wondering why nothing improves. Transition unfolds in three distinct yet overlapping phases, and most organizations botch it by skipping straight to the finale. First comes the ending-people must let go of old ways before embracing new ones. Then comes the neutral zone, that uncomfortable wilderness between old and new where everything feels uncertain. Finally comes the new beginning, when people develop fresh identities and commitments. Most organizations treat transition like a light switch-announce the change Monday, expect full adoption by Friday. But transition follows organic timing, not implementation schedules. Like Moses leading his people through the wilderness for forty years, the neutral zone is where old thinking patterns must "die" before new realities can take root. You can't force a seed to sprout faster by yelling at it.
Managing Transitions의 핵심 아이디어를 이해하기 쉬운 포인트로 분해하여 혁신적인 팀이 어떻게 창조하고, 협력하고, 성장하는지 이해합니다.
Managing Transitions을 빠른 기억 단서로 압축하여 솔직함, 팀워크, 창의적 회복력의 핵심 원칙을 강조합니다.

생생한 스토리텔링을 통해 Managing Transitions을 경험하고, 혁신 교훈을 기억에 남고 적용할 수 있는 순간으로 바꿉니다.
무엇이든 물어보고, 목소리를 선택하고, 진정으로 공감되는 인사이트를 함께 만들어보세요.

샌프란시스코에서 컬럼비아 대학교 동문들이 만들었습니다
"Instead of endless scrolling, I just hit play on BeFreed. It saves me so much time."
"I never knew where to start with nonfiction—BeFreed’s book lists turned into podcasts gave me a clear path."
"Perfect balance between learning and entertainment. Finished ‘Thinking, Fast and Slow’ on my commute this week."
"Crazy how much I learned while walking the dog. BeFreed = small habits → big gains."
"Reading used to feel like a chore. Now it’s just part of my lifestyle."
"Feels effortless compared to reading. I’ve finished 6 books this month already."
"BeFreed turned my guilty doomscrolling into something that feels productive and inspiring."
"BeFreed turned my commute into learning time. 20-min podcasts are perfect for finishing books I never had time for."
"BeFreed replaced my podcast queue. Imagine Spotify for books — that’s it. 🙌"
"It is great for me to learn something from the book without reading it."
"The themed book list podcasts help me connect ideas across authors—like a guided audio journey."
"Makes me feel smarter every time before going to work"
샌프란시스코에서 컬럼비아 대학교 동문들이 만들었습니다

Managing Transitions 요약을 무료 PDF 또는 EPUB으로 받으세요. 인쇄하거나 오프라인에서 언제든 읽을 수 있습니다.