1: The Change Curve was more useful in assessing an individual’s reaction to the change. The Transition Model was more useful for planning and executing the change management activities. Hence, we used the Transition Model up front and then used the Change Curve to assess how people were dealing with the change.
2: We used them on a major ERP project where the back office functions were being centralised to a low-cost country processing facility. We knew that this would mean major chnages for some and even some redundancies. Using the Transition Model set us up to lessen the fear of the change that was present at the start of the project. We got people to assess themselves on the Kubler-Ross curve and assisted them throught the Neutral Zone, based on the feedback. We found that painting a picture of the future was a key element of the New Beginnings and work well for us.