Q1: The Change Curve and Transitions Model helped Managers to understand the different stages the affected stakeholders had to go through. They were able to support during these different stages with open communication of what is going to change and give reasons, set new goals and provide trainings to enable them to work in the new way.
Q2: After an acquisition, we had to integrate a new branch into our company. Work processes had to be restructured and roles changed. We were able to support the people affected in different states according to their needs, so that all processes worked smoothly in the end.