And counseling them to visualize the new thing they're gong to do, to plan the new is not enough. I've spent a whole career since 1974 working first with individuals and then with organizations helping them see the transition component of their change. Corporate mergers, for instance, are planned as change events and they're loaded with transitions but nobody plans those. I'd say that how you help people touches on both the change and the transition. Obviously they have to have a change that makes sense to them.
Most career development deals with that.
They also have to have a way of dealing with transition and very little career development deals with that. In other words, I talk about three phases of transition. You really have to get through all three to make this work. The first is letting go of the old or making an ending. It's the psychological in-between space when you don't have an identity, when you don't have the ground under your feet.