In which of the four change transition stages do organizations begin to see results from their change efforts?

The correct choice is the stage of Exploration. This stage is critical in the change transition process because it marks a phase where individuals and organizations actively engage with new ideas or processes. During Exploration, employees start to experiment with changes and explore their implications, which leads to the development of new practices, accountability, and a clearer understanding of how the change fits into their existing framework.

Results begin to emerge in this phase as individuals start adopting the new processes or behaviors, refining them based on their experiences, and reflecting on how they can be applied more effectively. This active engagement allows for feedback and adjustments, ultimately resulting in tangible outcomes from the change efforts. Individuals and teams are focused on learning, adapting, and discovering the benefits of the change, which sets the foundation for further commitment to the new direction.

Understanding this, the other stages do not provide the same level of engagement or outcomes. For example, in Denial, employees are likely resistant to acknowledging the need for change, while in Resistance, there is often pushback or reluctance to accept the new direction. Commitment, on the other hand, comes later when the changes have been fully adopted and integrated into the organization. Thus, Exploration is where the initial positive results of change begin to surface.