Change leaders and their strategic partners are those individuals or groups who initiate and guide community change. In some cases, these groups have worked collaboratively before. In others, the partnership itself is a change that will set off its own transitions.

The Transition framework can assist change leaders and their partners with the process of reflection and analysis that occurs during any community change. For example, Transitions can prompt change leaders to identify potential losses that prevent parties from cooperating; develop a more nuanced understanding of how each group may respond to change; and forecast and address resistance and backsliding among them.

Here are a few tools particularly useful for change leaders and their partners:

Applying Transitions to the Four Stages of Community Reconciliation Projects
An outline of Transitions issues that emerge at each stage of community reconciliation work - projects that seek to bring healing to communities in conflict. This guide describes how groups often experience Transitions in community reconciliation projects and identifies useful tools and interventions to manage them.

Transitions Checklist for Community Reconciliation Projects
This detailed list of Transitions-related questions can help groups reflect on - and better respond to - the Transitions issues that arise from their community reconciliation work.

Transitions Map of Stakeholders

Risk/Loss Analysis

Guide to Diagnosing Stages of Transitions in Community Changes

Transitions Forecast

Video Training Session Explaining Transitions Concepts in a Community Setting

Introduction to the Collaborative Change Approach (CCA):
A tool for facilitating community transition

Resistance: A Primer for Advocates and Change Agents
© 2009, Roger L. Conner, Adjunct Professor of Law, Vanderbilt University Law School
A must-read for change leaders and the organizations that support/fund them. Conner uses the Transitions Framework as a tool for unpacking the concept of resistance and for helping change leaders become self-aware of their individual transitions.