The Safety Framework’s Connection
Introduction
The Safety framework can connect to other major change frameworks, such as, Kotter’s 8 Steps, Prosci’s ADKAR and Bridges’ Transition Framework
Each framework focuses on different parts of the change process, but all depend on safety (psychological, social, and emotional), to move people from resistance to commitment.
1. The Safety Framework and Kotter’s 8-Step Change Framework
| Kotter Step | Typical Aim | Safety Framework Connection | Example of Building Safety |
|---|---|---|---|
| 1. Create Urgency | Help people see why change is needed | Reduces uncertainty by providing clear rationale and data | Explain the “why” transparently to reduce threat of the unknown |
| 2. Build a Guiding Coalition | Form a trusted leadership group | Builds social safety — people feel change is led by credible allies | Include respected peers to increase trust |
| 3. Form a Strategic Vision and Initiatives | Define direction | Enhances certainty and autonomy | Co-create the vision so people feel some control |
| 4. Enlist a Volunteer Army | Engage the wider organisation | Creates social belonging and status safety | Recognise early supporters publicly |
| 5. Enable Action by Removing Barriers | Empower people to act | Improves competence and autonomy safety | Offer training and remove bureaucratic fears |
| 6. Generate Short-Term Wins | Build momentum | Reinforces status and certainty | Celebrate small successes to maintain confidence |
| 7. Sustain Acceleration | Keep moving forward | Maintains psychological safety — “It’s safe to keep experimenting” | Encourage learning, not perfection |
| 8. Institute Change | Embed new norms | Strengthens social safety through shared identity | Embed values of trust, inclusion, and transparency |
Summary: Kotter’s framework provides the structure, while the Safety Framework provides the emotional glue that keeps people engaged throughout each step.
2. The Safety Framework and Prosci ADKAR Framework
ADKAR = Awareness, Desire, Knowledge, Ability, Reinforcement
| ADKAR Stage | Psychological Need | How the Safety Framework Supports It |
|---|---|---|
| Awareness (of the need for change) | Certainty and fairness | Transparent communication and consistent messaging reduce anxiety. |
| Desire (to participate and support change) | Status and belonging | Involvement in shaping change increases a sense of inclusion and value. |
| Knowledge (on how to change) | Competence | Training and coaching maintain feelings of mastery and confidence. |
| Ability (to implement change) | Autonomy | Providing tools and decision-making authority builds safety through control. |
| Reinforcement (to sustain change) | Social safety | Recognition and social proof create shared identity and ongoing motivation. |
Summary: The Safety Framework ensures each ADKAR step meets the emotional prerequisites for progress — people feel informed, valued, capable, and supported.
3. The Safety Framework and Bridges’ Transition Framework
Bridges distinguishes between Change (external) and Transition (internal psychological process); there is movement from Endings to Neutral Zone to New Beginnings.
| Transition Stage | Emotional State | Safety Framework Focus | Example |
|---|---|---|---|
| Endings | Fear, loss, resistance | Certainty and status safety | Acknowledge losses; provide clear plans for what ends and what continues. |
| Neutral Zone | Confusion, ambiguity | Psychological and autonomy safety | Allow experimentation, encourage reflection, and normalise uncertainty. |
| New Beginnings | Energy, purpose | Social and status safety | Celebrate success and reinforce new identity through recognition. |
Summary: The Safety Framework underpins Bridges’ emotional transition work; it helps leaders understand that people only move forward when they feel safe to let go and reimagine.
Integrated Insight
Without safety, structure fails.
Kotter, ADKAR, and Bridges provide frameworks for what to do, but the Safety Framework ensures people are ready to do it.
When leaders maintain psychological, social and emotional safety:
- People stay in “learning” mode rather than “defensive” mode.
- Resistance becomes feedback, not defiance.
- Change becomes a shared journey, not an imposed event.
(main source: Tim Baker, 2025b)