“Giving people a significant part to play in the transition management process facilitates the new beginning in five ways: 1.​It gives people new insight into the real problems being faced by the organization as it comes out of the neutral zone and redefines itself. When people understand problems, they are in the market for solutions. 2.​By sharing these problems, you align yourself and your people on one side and the problems on the other. The polarity is not between you and them; you are allies, not adversaries.”