The Coach's consistency, understanding things with the Interpreter, and recognizing some differences under the Navigator are the keys to making an organizational change a more efficient transition. Every situation is different and this becomes exponential as more things (dependents) are added. This Navigator style allows you to address those differences and then address them in their own specific way. Top management, executives and others do not require the same level of information. Gender differences should also be taken into account. Moving across international borders and in different cultural contexts cannot be ignored and the Navigator allows you to get closer to these differences. This not only gives an impression of personalization, but also gives more weight to people's purchase. The Coach with the Interpreter also continues to add to this by once again presenting team thinking with all of this, offering a team mentality with everyone involved in the change whilst being consistent and equally important; giving it meaning. People won't accept if they don't think they understand. And by making them feel special they will also have the feeling of being understood and appreciated. Misunderstandings and criticisms will be minimized and this is perhaps the most important outcome of the approach. A thousand "goods" can be sunk with one horrible "bad". Risk management is the concern there. I am convinced that this combination is the recipe for best managing organizational change