Hidden Transitions: The Shifts We Miss That Shape Performance

By Stephen Eccles | Inner Launch

Teams and individuals can often plan for the big transitions – a new season, a change in leadership, a promotion. But what about the hidden transitions – the subtle, personal shifts that never make the strategy document?

A Trainee Solicitor who starts their first major case and begins to experience self-doubt
A medical professional deferring their foundation years to recover from burnout
A leader returning to work after a period of absence and feels pressure to hit the ground running

These moments might not always be the most visible, but they can define how people show up, connect, and perform.

The Hidden Side of Change

Through my PhD research on transitions and belonging, it became clear: not all transitions are visible and readily spoken about.

Some transitions are occurring on a deeply internal level and can have such a profound effect on a person. For example, let’s take the example of a leader returning to work following a period of absence and is struggling to hit the ground running.

The feelings of uncertainty can leave an individual believing that they’re the problem. They are the ones who are failing, and as a result, this can often lead to isolation, feeling misunderstood and overall, disconnected from their strengths.

In essence, disconnected from the very qualities that make them who they are and why they were appointed to the role in the first place. But, let’s face it, it’s very rarely the sole responsibility of an individual for their performance.

When we start looking at the bigger picture, it starts to emerge that there is more of a systemic issue at hand. In other words, performance isn’t just the responsibility of an individual, it’s the responsibility of the team. How is the team coming together to support each other to be the best version of themselves?

How Teams Can Support Hidden Transitions

If you lead, coach, or mentor others, here are a few reflections to start with:

• Name the invisible. Normalise conversations about uncertainty and identity shifts. You can do this by sharing your own transitions and by doing so, it will create safety for others to do the same.
• Anchor in strengths. Help people recognise what remains stable within change – their super strengths, values, and purpose.
• Celebrate the small wins. End meetings by asking, “What’s one thing that went a little better this week?” It helps people notice progress, not just pressure.

The Lift-Off Point

Every team is in transition – the difference is whether those transitions are acknowledged or hidden.

When we make the invisible, visible, performance doesn’t just stabilise; it expands.

Change isn’t the problem, if it is accompanied with clarity, and as part of my work, I can help teams uncover the hidden transitions shaping how people think, feel, and perform.

Ultimately, taking the time to understand the hidden transitions isn’t a distraction from performance, it’s the launchpad for it 🚀.