"Our mental life, like a bird's life, seems to be made of an alternation of flights and perchings.”

~William James

He also said: “Life is in the transitions.”

For so many of us, we consider life as life and transitions as the in-between. But in the bird-flying metaphor, it would be opposite. The perching, when we are just here, doing our day-to-day is when we are stationary. The in-between, the transition, the flying time—*that* is the fun, the motion, the exhilaration. That—to me— would be life.

In our roles as leader-facilitators, how do we support individuals, organizations and communities through the flight, through the transitions so they can arrive at the next perch stronger, happier and more energized to move forward? Here are some tips:

1. Identify a co-pilot. Welcome and acclimate new team members and get them up to speed by providing a peer who is well versed in the organization’s culture, process documentation, and day-to-day duties of the incoming person.

2. Cross-train current team members. Match existing staff with different areas of expertise to learn from each other through observation and participation in the daily work activities of the other. Help them connect with their passions, try new areas and become more knowledgable about different areas of your work.

3. Document everything. Capture relevant detailed information that can be shared with others in the organization. Then, share it through a shared drive or website. And communicate about it frequently.

4. Offer open access to information. Provide a dedicated location where notes, files, recordings, etc. will be kept so everyone has access to the same information. That way, if one team member leaves, retires or even goes on vacation, others can fill in.

5. Shift work intentionally. Take advantage of the opportunity to rethink how work is accomplished. Transition times often shine the light on previously unseen skills, potential for cross-collaboration, and innovative ways of work.

6. Foster close relationships. Create a culture of open communication where people can make meaningful connections. Close professional relationships play a role in individual’s interests in remaining in their jobs. They also affect how someone transitions out of a position. People are more likely to set their colleagues up for success upon their departure if they respect each other.

7. Plan a road map for everyone. Develop a succession plan before it is needed and develop it for all the roles in your organization or network. Map potential challenges and solutions for specific roles, outline processes used to execute daily tasks, and provide context for how work fits together.

So often, times of transition are bumpy for our field. We tend to avoid the transition conversation rather than embrace it. But with a little care and intention, we can support each other in enjoying the in-between times.

You’ve got this. ❤️ You’ve been there. You’ve done that. I invite you to share your transition advice in the comments below or send me a note!