Turning transitions into transformation

October 10th, 2025
by Jim LaDoux

Every coaching conversation is, in some way, about change. Clients come seeking clarity, direction, or courage to move from where they are to where they want to be. Yet change doesn’t stick without transformation—and transformation requires intention, structure, and support.

Three powerful guides help us navigate this terrain: The Power to Change by Craig Groeschel, Managing Transitions by William Bridges, and Coaching for a Change by Greg Giuliano. Together, they reveal that lasting change is both a mindset shift and a disciplined process—a dance between letting go and leaning forward.

1 - FROM HABIT TO IDENTITY

Groeschel reminds us that habits follow identity. Many people focus on changing what they do, but real transformation starts with who they believe they are becoming. Coaches can help clients move from “behavior modification” to identity transformation by asking:

Who do you want to become?
What habits align with that identity?
What small steps reinforce that belief daily?

Groeschel’s framework:

Decide who you want to be. Define your preferred identity.
Start small. Every micro-win builds momentum.
Stay consistent. Habits compound over time.
Rely on grace. Transformation requires patience and self-compassion.

For coaches, this means focusing on identity before activity, and process before perfection.

2 - THE HUMAN SIDE OF CHANGE

Bridges teaches that change is external—new jobs, routines, relationships—but transition is internal—the psychological reorientation people go through to make peace with the new reality. His Three-Phase Model offers a simple yet profound roadmap:

Ending, Losing, Letting Go – Clients must release old identities and expectations. Coaches can help them grieve what’s lost and name what’s ending.
The Neutral Zone – This “in-between” is uncomfortable but fertile ground for growth. Coaches can normalize the uncertainty, help clients reflect, and experiment with new ways of being.
The New Beginning – This is when new energy, purpose, and alignment emerge. Coaches can help clients anchor new behaviors and celebrate progress.

Bridges reminds us that you can’t rush the middle—transformation happens in the tension between endings and beginnings.

3 - GET COMMITMENT; GROW MOMENTUM

Giuliano emphasizes that change thrives when leaders take intentional, empowered action. His model helps coaches guide clients through:

Clarifying Purpose: Why does this change matter?
Designing the Path: What choices and actions will lead forward?
Building Accountability: What structures support consistency?
Celebrating Progress: How will we notice and honor success?

Giuliano’s insight: Change is not something that happens to us—it’s something we create through conscious choice and courageous commitment. Coaches help clients build agency—the belief that they can shape their circumstances rather than react to them.

4 - THE COACH'S ROLE IN TRANSFORMATION

A skilled coach doesn’t prescribe solutions—they create space for awareness and action. To help clients navigate change:

Listen deeply to uncover underlying fears or resistance.
Name the phase of transition the client is in—ending, neutral zone, or new beginning.
Use identity-based questions to reconnect behavior with belief.
Encourage reflection and experimentation.
Anchor learning with rituals, reflection tools, and accountability check-ins.
Transformation takes root when clients see themselves not just as people going through change, but as change-makers in their own story.

CLOSING THOUGHT

Coaches have the sacred role of walking beside clients as they turn endings into beginnings, uncertainty into discovery, and intention into identity. Craig Groeschel reminds us, “You don’t have to change everything. You just need to change something—and keep changing in the right direction.”

Questions to Consider:

What change am I helping my clients—and myself—embrace right now?
Where might I need to pause and honor a necessary ending before rushing to a new beginning?
What small, identity-based action could create big transformation over time?

Posted in 3 | Coach Well

6 Comments

Add Your Comment

Cris - October 15th, 2025 at 12:12pm

Focusing on the identity piece before the behavior change is so important. Great questions to employ with clients.

Pam - October 16th, 2025 at 2:45pm

Change can be hard for some so it's important to help those clients think/dream about changing just one small thing to create movement toward their goal. As Groeschel says "You don't need to change everything, you just need to change something...."

Judy Swanson - October 17th, 2025 at 9:07am

I love the first step "Decide who you want to be". Reminds me of Stephen Covey's Habit 2 "Begin with the End in Mind". Having a vision for who you want to be and what you want to be doing, provides the motivation to begin making a list of action steps and small changes.

Alyson Longacre - October 20th, 2025 at 9:05am

In Groeshel's framework, I appreciate that he talks about being intentional about a "preferred identity", but then emphasizes that a person can take small steps to get there. I think the idea of an "all or nothing" approach to identity and change could potentially hold someone back from making any change at all.

Matt - October 20th, 2025 at 9:07am

I'm struck by the notion of letting go. In my own experience that seems to be the struggle between embracing a new identity and a previous one. I can see the power of helping a client see the possibilities with the change; helping them to find the courage to take a small step toward that new identity.

Matthew H - October 20th, 2025 at 10:43am

I think it is important to remember that true change moves beyond behavior modification to transformation which requires reflection and intention so that agency can be harnessed for the client.