I’ve been thinking a lot about transitions lately, probably because I’m deep in one myself. After six years away, I recently moved back to New York City with my two amazing kids and our ever-friendly dog. The move took months of planning and an enormous amount of intention to make it feel like a real new beginning: one with enough structure, familiarity, and heart to help us feel grounded in our new home.

And, as transitions often do, this one came with a twist. Just a few weeks after we arrived, my son broke his collarbone. One moment he was doing an“epic” soccer kick, and the next we were racing to the ER. Suddenly, all the logistics I’d so carefully orchestrated felt irrelevant. Life had other plans.

It was a powerful reminder: transitions are rarely linear. They come with curveballs, setbacks, and the unexpected.

I see this all the time in the startups we support. Whether it’s a new funding round, a reorganization, a founder stepping back, or a team struggling to scale. The path from “here” to “there” is never clean. That’s where HR leaders play a vital role, helping people make sense of change when everything feels unsteady.

So how do we, as HR leaders, guide our organizations through these inevitable moments of change?

Normalize the Transition

Dr. William Bridges offers a powerful framework in his book Managing Transitions, one that reminds us that change is emotional, not just logistical. He outlines three stages people must move through: Ending, Losing and Letting Go; The Neutral Zone; and The New Beginning.

Too often, leaders rush through or ignore these phases. But people need time to grieve the old, sit in ambiguity, and then begin again. Acknowledging this emotional arc in our communication, planning, and leadership creates the psychological space people need to adapt and thrive.

Clarify Purpose and Vision

Transitions are easier when people understand why change is happening. Dr. John Kotter’s Leading Change emphasizes starting with a clear sense of urgency: what’s at stake if we don’t evolve? Equally important is a compelling vision, something people can believe in.

In startups, that might mean aligning change to core values or mission. Values work can feel intangible, but done well, it becomes a stabilizing force during uncertainty. Once the vision is set, communicate it consistently. Model it. Reinforce it. And celebrate small wins; they build momentum and show that progress is possible, even when the way forward isn’t crystal clear.

Create Psychological Safety

Perhaps most critical during change is fostering a culture where people feel safe speaking up. Dr. Amy Edmondson, in The Fearless Organization, defines psychological safety as the belief that a team is safe for interpersonal risk-taking.

In times of uncertainty, this safety allows real conversations to happen. When people can voice concerns, admit confusion, and challenge ideas without fear, they unlock collective intelligence and adaptability. Psychological safety isn’t about being nice, it’s about creating the conditions where resilience, innovation, and truth-telling can thrive.

So whether you're navigating a company-wide transformation or a personal life pivot (complete with kids, dogs, and broken bones), the fundamentals are the same:

Normalize the experience

Clarify what matters

Make it safe for people to be human along the way

Transitions are rarely perfect, but they can be meaningful. With structure, science, and empathy, they can also mark the start of something even better.

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Ready for more?

More resources I love for working through transition:

• Transitions: Making Sense of Life’s Changes by William Bridges
• Crucial Conversations by Patterson, Grenny, McMillan, & Switzler
• An Everyone Culture by Robert Kegan & Lisa Lahey

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