Life transitions are periods of life involving changes to your lifestyle. They might also result from important events that make you stop and re-evaluate your life. Life changes may run smoothly in your life, causing few ripples. However, it is not rare for people to struggle to adjust to change, and many find these periods of life highly stressful and perhaps distressing. Life Transitions Counseling can help people deal with any significant transaction of life.
Life transitions that people commonly struggle to adjust to are: reaching a significant age, e.g., puberty (age-12), adolescent (until age-18), Middle age (Age-40), Old age (age 60+), etc. new married life; becoming a parent; leaving university; changing/losing a job; becoming ill; developing a disability; bereaving; retiring; changing working styles, i.e., becoming part-time, starting to work from home, or transitioning from homeworking to workplace working.
Life Transitions Definition:
Transition is changing. They are life’s events of asking us to re-examine our present way of being and motivate us to build up and grow as an individual. But even when we start to believe that these life transitions are for our benefit, they can still be complicated to deal with emotionally.
These transitions can be predictable, such as moving across the country or upcoming marriage, or they can be confusing, such as the death of a loved one or a sudden loss of a job, etc.
Every transition we experience influences us to make changes to our existing life. We know that change is a part of life, but that doesn’t mean it’s always comfortable. This is true when the changes are sudden or unexpected. Here, we may become depressed because our situations don’t match our expectations for how we thought our lives would be.
With change comes resistance. A major vital life transition closes one chapter of life and opens a new one.
Examples of Life Transitions
Following are some examples of Life Transitions:
- Marriage or a new relationship
- The born of a new baby
- Parenting a baby, child, or adolescent
- Growing up and moving away from residence.
- Adjustment to school, college, and the workplace
- Divorce or separation
- Retirement, job loss, or career shifts
- Financial transitions
- Major illness or disability of self or a family member
- Challenges of aging
- Death of a companion
- Developing faith or spirituality
- Developing sexual or gender identity Transition vs. Change
Life Transitions Theory:
Here we will discuss life transitions theory. This is ‘Schlossberg’s Transition Theory.’
Schlossberg’s Transition Theory
Schlossberg defined a transition as any incident that causes relationships, daily activities, perceptions, and roles to change.
It is important to notice that point of view plays an important role in changes as a determine meets the meaning of a transition as long as it is explained by the individual experiencing it.
To realize the meaning that a transition has for a specific individual, the transition’s type, context, and impact must be considered.
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Type of Life Transitions:
- Anticipated transitions: ones that occur predictably, like graduation from college
- Unanticipated transitions: not predictable or scheduled, like divorce or overtime of a loved one
- Non-events: transitions that are expected but don’t occur, like failure to be admitted to medical school
- Personal non-event: associated with individual aspirations
- Ripple non-event: felt thanks to a non-event of somebody else
- Resultant non-event: caused by an occasion
- Make late on non-event: anticipating an event that may still happen
- Context refers to one’s relationship with the transition and, therefore, the setting during which the change occurs.
- The impact is determined by the quality to which a transition alters one’s daily life.
Schlossberg identified four significant sets of things that influence an individual’s ability to deal with a transition: situation, self, support, and methods, referred to as the 4 S’s.
Following are the Transitions in Life Stages and Ways to Handle
This happens at the top of the old stage and before the new location. Persons during this stage desire they’re living during fog and feel overwhelmed or confused. What to try for your children, Encourage them to be around familiar people and the environment. Help them to carry out good, healthy habits. Help them to avoid making wrong decisions or acting stupidly.
Denial or Minimizing
This happens in reaction to vary. People attempt to live life as was expected, as if nothing has changed. Although they’ll pretend that everything is okay, they’ll be more sensitive than usual and should overemphasize normal behavior.
They’ll push others away during this point; what to try to do for your children: Encourage them to speak about or write down their feelings about what’s happening to them.
The Low Point
This is the point when persons feel stressed, depressed, and lonely. They may have a low stamina level and become angry quickly. What to do for your children:
It is essential to let your children realize that it is okay to feel how they do. Listen to what they want to say. Avoid giving them advice. In this period, they may need to provide a few activities which will keep them busy, like helping with household chores or playing, gardening, etc.
Beginning to Let Go of the Past
This is when persons begin to face the past and, therefore, the losses that accompany that. They’ll feel very insecure going into the new situation. What to try for your children:
Help your children identify what has ended and what has been or will be lost due to that. Help your children grieve the losses.
A ceremony or ritual like writing a poem or a story about the stage in life that’s left behind may help them move forward.
Help your children identify the gains which will come from the new background in life.
Looking Toward the Future
Persons begin to feel more confident with the change at this stage. However, they should move between these and earlier stages for a while. They become worried about the future and become more conscious at this stage. Then what to do for your children:
Learn all you’ll adapt to the new steps. Find a book and read together, or find information about what to expect in the latest phase of life. Try to help your children check out the new situation differently.
Finding Meaning in the Transition
This is the time to make new patterns or traditions. Things become more peaceful, and the turmoil of change starts to form sense. The future may look promising. What to try to do for your children:
Give them time to be alone to think through the changes and to believe what their new life is like.
Resolution of the Transition
This is the final stage of the life transitions. It’s the beginning. It is accepting the change and understanding how it fits into one’s life. There is a feeling of moving forward. Life seems balanced and normal again.
What to Do For Your Children?
Provide a stable home for them to strengthen these feelings. Make sure regular self-care and healing for your children. You can take help from effective parenting books, google, YouTube, or consultation from a counselor or therapist.
Life Transitions Therapy:
Generally, two types of therapy are provided for life transitions counseling. These are
A. Life Transition Group Therapy
Many of us experience these difficulties, and only a couple speaks openly about them to people they do not know well. It can be comforting to hear discussing what they, too, are going through.
Joining a gaggle of strangers may sound intimidating initially, but group psychotherapy provides benefits that individual therapy might not. Group members are nearly always surprised by how rewarding the group experience is often.
Groups can play a role as a supportive organ and a sounding board.
Other group members often help you develop specific ideas for improving a challenging situation or life challenge and make you accountable along the way.
Regularly talking and taking note of others also helps set your problems in perspective. People have different personalities and backgrounds, and they check out situations in several ways. When you know about the other issues and strategies they used to solve their problem, you will be skilled in them. This will help you to cope with future same-related issues.
B. Life Transition Individual Therapy
As we live most of our life on an “auto-pilot,” taking time for ourselves can seem like a selfish endeavor. However, the quality of our relationships, the nature of our experiences, and how we meet life’s challenges are essential.
When we feel distressed and overwhelmed, we get emotional support from influential people in our life, but sometimes we’d like more. You will need a professional counselor or psychotherapist who is experienced and have the ability to listen to your issues attentively and confidentially.
Reflecting and being open amidst our challenges may be a signal of strength, not a symbol of weakness or failure. Talking with an experienced professional offers an opportunity to realize new information and insights that increase our ability to fight more effectively and establish new ways of thinking, feeling, and decision-making.
Individual therapy provides a non-judgmental, one-on-one situation where you genuinely feel heard. We provide particular treatment for people of all ages.
Dealing with Transitions in Life:
Coping with Life Changes and Transitions plays an important role in our personal, familial, and social lives. Let’s check the ways to deal with change in life:
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A. Dealing With Change in the Workplace
Tips for Dealing with Change at Workplace:
Acknowledge the Change
The most important task to do when change occurs within the workplace is to acknowledge it. Realizing and accepting change is one of the primary steps towards managing it.
Face Your Fears
Writing down these fears in a treatment form can stop you from dwelling on them. Go through each fear and know what you would do if that fear came. Knowing your plan can help to defuse emotional anxiety.
Confront Your Feelings and Seek Support
Face your feelings about fear and, therefore, the transition you’re browsing, especially when the change is imposed and beyond your control.
Stop the Fearful Thinkings and Replace Them with Something Positive
Fear can come from the negative considerations and scenarios in your head about what the longer term holds.
Be Flexible and Embracing of Change
Instead of avoiding your fear and creating a barrier, be frank and flexible to new challenges and tasks.
Be Part of the Change
Adopt a habit of anticipation and excitement. See the changes as an opportunity. Get involved in the new community and work teams. Be an influencer and driver of change of the community that way, and you’ll feel empowered and less fearful. See the positive in the way forward.
Communication, Communication, and more Communication
Communication is usually essential, particularly once you face change. Part of the fear of change is the unknown. If the organization is not meeting the difference effectively, make your business proactive in finding out more about the change.
Reduce Stress and Anxiety
In times of pressure, we may feel tired, and this is when we have to focus on being strong, fit, healthy, and confident. To be convinced, you need to be calm and in control to make good, clear, and rational decisions.
Have a Sense of Meaning
Take time to require a stock of how valuable you’re to the organization. Acknowledge your successes and, therefore, the skills and attributes that you simply offer the organization.
Continue Your Work and Observe the Large Picture
It is easy to take a seat back during arising times and see what will happen the next day. It is easy to have that caliber as, in some incidence, the work you are doing might change.
B. How to Deal with Change as a Team Member
Here are some ways that you can help:
Take Time to Watch and Listen
If you know negative changes are happening for organizations, observe and listen carefully to your employees or others. Restructure, modify, observe the changes as a simple issue. At first hand, it will help you reduce your stress or anxiety. Also, it will minimize the possibility of worker strikes and other negative impacts in the workplace.
Sometimes employees will express their concern directly to you, but their stress becomes apparent through changes in their behavior or performance. Talk with authority, peers, or other colleagues to get the possible ways to handle the issues.
Demonstrate Your Genuine Concern
Great leaders realize that they cannot achieve their goals if they aren’t performing their absolute best. Employees, especially in times of pressure and challenge, look for possible solutions. They look forward to guidance once they feel uncertain and isolated from organizational decisions out of their control.
Fix What You Can
After knowing your concerns and gathering input, fix the items you have control over. Often, uncertainty results from miscommunication or misunderstandings. If, after taking note of your employees, you discover a simple solution to dispel their angst, take the initiative to repair whatever you’ll as quickly as you’ll.
Be Positive and Look for the Opportunity
Remain positive. Challenge your employees to take the initiative and search for solutions, new ideas, or cost mitigating. Look at standard processes and policies and rework them, or propose alternatives with the rock bottom line in mind.
Train and Prepare Yourself
If you have the chances and the resources, make time available to your employees to learn new skills. Allow them to prepare for change with more skills or experience.
C. Dealing with Change in the Students or Peer Group
Following ways can help you out:
- Keep away from the peers who pressure to do things that seem wrong or dangerous.
- Learn how to mention no and avoid unsafe and uncomfortable situations.
- Spend time with kids who feel peer pressure, a minimum of one friend who is willing to mention no.
- If facing peer pressure problems, ask a grown-up you trust, sort of a parent, teacher, or school counselor.
They also have significant responsibility for guiding and identifying when the child is going through peer pressure.
D. Dealing with Change as a Leader
Leaders and managers have a unique role in organizational change. They act as the pioneer for change, as supporters of employees, and reinforce change after taking root. Following ways can help a leader deal with the change.
Establish a Clear Vision
Effective change leadership requires a clear vision shared with employees in an understandable and inspiring way. The idea should outline what will change and make an equivalent for the organization, the team, and individuals. Beyond hearing or reading about the concept, employees need to understand it.
E. Dealing with Change in a Relationship
Following ways will help you deal with the change in a relationship,
Understand That Change WILL Happen
You begin your journey as a couple at one place in your lives and hopefully continue together for a long time. To do so, expect many surprises and turns along the way: everyday stresses, significant challenges, milestone events, in other words: life! Change is usually happening, so expect that it’ll still show up in your relationship, as well.
Embracing an open mindset allows for change, and being willing to adjust creates space for your relationship to evolve.
Accept That People Change, and That’s Okay
For any number of reasons, individuals experience shifts and change. It’s essential to support who your partner is rather than expecting them to remain forever as you’d like them to be.
Appreciate and encourage their unique, evolving needs and demands. Sometimes, their transitions are temporary (as during a demanding work situation). The shift could be permanent at other times due to a desire to form a life transition. Regardless of the reason, having your support will strengthen the connection.
Figure Out When Change Might Mean Trouble
Sometimes when your partner acts differently, it’d mean something is bothering them. Not all people can easily present themselves verbally. If you notice that your partner is acting in a way that’s out of the ordinary, show your concern in a caring manner.
Care and compassion must be expressed so that the other person feels safe enough to be honest if there’s a problem.
Make Change Happen for You
Though during an ll|one amongst| one among the great things about being in a relationship is consistency, the study has also shown that feeling can kill it.
The therapy is to create novelty change! But not to depress: If the two of you aren’t significant risk-takers, you don’t have to go skydiving to achieve the goal. Merely switch up the restaurant you attend or try a replacement activity together. Add a little fun and relaxation to your daily life.
Change the Way You Handle Conflict
One explanation couples get into conflicts is doing equivalent “dance steps” all the time. They keep repeating an equivalent argument over and once again.
One of the best ways to change is to step backward from moments of conflict and find out what patterns the two of you are copying.
Then reframe the situation to see where a shift in a different direction might be possible. Being open to changing the ways allows you to create an extra (and more loving) result.
Change is hard for many people. However, when embraced, it can be pretty empowering for your relationship.
F. Dealing with the Organizational Change
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These will help you for dealing with organizational change:
Clearly Define the Difference and Arrange it to Business Targets
It might seem alright, but many organizations don’t follow this significant first step. It’s one thing to handle the change required and entirely another to conduct an analytical review against organizational goals and performance goals to ensure the transition will carry out your business on the right path strategically, financially, and ethically.
This step also can assist you in determining the worth of the change, which can quantify the trouble and inputs you ought to invest.
Determine Impacts and Those Affected
Once you identify precisely what you would like to realize and why you ought to determine the impacts of the change at various organizational stages, review the effect on each business department and how it patronizes through the organizational structure to the individual.
This information will form the blueprint for where training and support are needed foremost to mitigate the impacts.
Develop a Communication Strategy
Though all employees should be taken on the change journey, the primary two ways will not have highlighted those employees. You must communicate the change to determine the only effective means of communication for the group or person who will expose them on board.
The communication strategy should include a systematic way for how the change will be incrementally executed, key messages, and the communication systems and mediums you propose to use.
Provide Effective Training
With the change message coming out in the open, it’s essential that your surrounding know they will get proper training, structured or informal, to provide the skills and knowledge required to execute efficiently as the change is made.
Training could include a micro-learning online modules approach incorporating face-to-face training sessions or on-the-job coaching and mentoring.
Implement a Support Structure
Providing a support structure is important to assist employees emotionally and practically suit the change and build the proficiency of behaviors and technical skills needed to understand desired business results.
Some changes may result in redundancies or restructuring, so you’ll consider providing support like counseling services to assist people in navigating things.
To help employees suit how a task is performed, a mentorship or an open door with management to ask questions as they might be found out.
Leverage the Change Management Timeline
Organizational Change may be a journey that needs a technique before, during, and after implementation. As a pacesetter, you’ll take the subsequent steps throughout the timeline:
- Before the Change: Begin questioning to determine team member readiness for change; surveys are one way to do this. Set and communicate team member goals that relate directly to the change initiative.
- During the Change: Recognize milestones and team member actions supporting change. This is an excellent thanks to keeping Change efforts alive. During meetings, emphasize items crossed off to-do lists and praise the team’s progress and continued commitment.
- After the Change: Reinforce the initiative’s goal with the help of research or questionnaires that assess the qualification to which the transformation has been successful. Use the responses to find out if further treatment needs to be taken.
Support Your Employees
New MRI technology can show what happens to our brains when faced with significant organizational change, giving us a better realization of the feelings that change can evoke, including fear, anxiety, anger, and fatigue.
Ensure Effective Two-Way Communication
Some people got to see and listen to information repeatedly to realize sustainable behavior change. Furthermore, the chances of change-management success are more significant when employees are given various opportunities to communicate. Here’s you should support healthy two-way communication.
Focus on Skill Development
When your employees enrich themselves with the communication, time management, and stress management skills that will help them handle change, they’ll be better in mind and feel more confident.
Life in Transition Counseling Survey:
Life is filled with changes, and a few are often unexpected. Having to adapt to these changes can be difficult. Life transitions like marriage, moving, breakups and deaths are all changes that will affect someone.
Whatever a change is positive or negative. It often arises with unique pressure of its own. If you find it difficult to handle life transitions, you may consider meeting with one of the professional therapists.
Life transitions therapy allows patients to learn about changes in their lives and obtain proper support and feedback. If a life transition becomes complicated and causes chronic stress, anxiety, or depression, meet with specialists. They are committed to helping patients manage through their proper strategies.
You can contact them even before the life transition happens. This way, you’ll steel yourself against the change and face it better, especially if you struggle with change.
Life transition therapists and psychiatrists will assist you in developing coping strategies and work with you to make other ways to alleviate pressure.
Every person has to go through life transitions, and while some people may seem better at it than others, we all need to find ways to make it through. Not all changes are equal, and it might be that the way you addressed one within the past isn’t working with what you’re now browsing. Whatever the matter maybe, you don’t have to go through it negatively.
Survey on Career Transitions for Dancers
After finishing the career of dancers as active performers, it is thought that dancers will want to take care of some reference to dance in their post-transition lives. Our results provide some evidence concerning this proposition.
First, it must be said that a desire amongst dancers to remain in the field may be somewhat unrealistic since there are a limited number of jobs as choreographers, dance teachers, dance coaches, and with dance companies, even in such related areas as costume design. Of course, this is affected by the size and conditions of the labor market in each country.
A survey was conducted in Australia, and Switzerland indicated that their most preferred occupation after transition would be choreography, dance teaching, or some other dance-related work.
However, only one-quarter of current U.S. dancers expressed this preference. As it turns out, significant numbers of former dancers in Australia and Switzerland (36 and 43 percent respectively) spend their time in a full-time dance-related occupation. However, only 26 percent in the U.S. do.
This has not been the experience of the four transition centers, which suggests that no more than some 10 to 15 percent of their clients moved into a dance-related career.
Of course, dancers can maintain some involvement with dance, even though their primary occupation lies elsewhere. For example, around 70 percent of Australian and Swiss former dancers and about 50 percent of U.S. former dancers do or have done some dance teaching since the transition, even though many of these are also involved in further education, domestic duties, or working in some other field.
Similarly, somewhere between one-third and one-half of former dancers do or have done some choreography.
Not surprisingly, not all dancers want to connect with the dance world after they retire from active performance. Our results show small numbers of dancers whose most preferred work after transition lies entirely outside the field of dance; these people (roughly 10 percent of our whole sample) seem to relish the prospect of taking up a completely new career for the second half of their lives and forgetting about dance altogether.
Nevertheless, we must conclude that at least holding out the prospect of some form of continuing involvement with dance after a transition is likely to be of some reassurance to the majority of dancers contemplating the end of their performing careers. Hence some reference to this prospect in transition programs is appropriate.
Five Popular Life Transitions Quotes:
- Kareem Abdul-Jabbar, the transition is difficult. It’s hard to stop something that you’ve enjoyed, and that has been a very wrong chapter does not mean your habit is over rewarding.
- Maria Robinson, nobody, can go past to solve the previous wrongs, but anyone can start from today and make a new ending.
- William Bridges, we are in changing stages that are most utterly alive.
- Eckhart Tolle, some transitions are negative on the experience, but you will realize that transition is being made in your life for something new to rise in the future.
- T. D. Jakes, accept the transition at every stage of your life. The blessing will flow if your heart is open and you’ve got an open mind.
Top Eight Transitions Counseling Center:
1. Transitions Counseling Services, Inc.
Address: 233 W. Central Street, Suite 3, Franklin MA 02038, ( 781) 742-4515
2. New Transitions Counseling Center, Ltd.
Address: 415 South, Creekside Drive, Suite 107, Palatine, IL. 60074, Email:firstname.lastname@example.org or email@example.com, 847-416-0593
3. Friends In Transition Counseling
Address: 4915 St. Elmo Street, Suite 506, Bethesda, MD 20814, (301) 661-3481
4. Transitions Counseling Services
Address: 22 Lawrence Ave., Suite 211, Smithtown, NY 11787, 631-360-2223
5. New Transitions Counseling LLC.
Address: 777 S Washington Saint, Tiffin, OH 44883, USA, Email:firstname.lastname@example.org, (419) 448-4094
6. Child & Adolescence Behavioral Health
Address: 919 Second Street N.E., Canton, OH 44704, Phone: 330-454-7917
7. Summit Counseling Center
Address: 2750 Old Alabama R.D., Suite 200, Johns Creek, GA 30022, (678) 893-5300
8. LifeSpring Counseling Services
Address: 828 Dulaney Valley Road, Suite 12, Towson, MD 21204, (410) 497-8451
Transitions are a significant part of life. Everyone expects to experience a considerable amount of positive change throughout a lifetime. Adapting to the difference can be difficult for some people and often causes stress, even if those life transitions are genuinely positive.