HR SERVICES | HR CONSULTING
CHANGE MANAGEMENT
Change is unique to every organization, and we do NOT believe in one-size-fits-all solutions.
How do constant dynamics and changes affect the organisations we work for?
Where does change happen and what consequences does it bring?
How to manage this change and turn it into an advantage?
What if change is not a one-time event, but an ongoing process?
If you want to find not just the answers to these questions, but YOUR answers – contact our Change Management consultants!
CATRO Perspective:
We believe that a constantly changing environment is not a negative thing – just the opposite. These are new opportunities. Our experts will help you discover them.
CATRO Approach:
- SCIENTIFICALLY BASED – directly related to the most recent findings in this complex field
- COMPREHENSIVE – includes all organizational levels
- Oriented towards continuous ORGANIZATIONAL LEARNING AND ADAPTATION
Changing one part of the organizational system affects not only the other parts, but also the overall performance. Our goal is to guide you through the critical path that not only provokes organizational change, but also affects your organizational performance.
Which are the four key factors on the path to true organizational change? How can each of them be influenced with the support of our CATRO experts? Read in our HR blog!
CATRO Expertise:
- Organizational consulting during the planned organizational change (before the actual start of the process)
- Organisational consulting during the actual process of change already taking placeExpert support during structural and organizational changes
- Change management training for key change agents
- Developing and coordinating awareness-raising campaigns, including facilitation of Initiating Change Workshops
- Audit and subsequent analysis of already implemented change.
CATRO Power:
What sets us apart are the science-based tools we use. Among them is the Change Kaleidoscope – specifically developed and based on solid scientific foundations (Hughes 2010; Balogun & Hailey , 2007). It helps us to identify the key drivers of the change process and through analysis, in the context of the specific change, to remove the sense of ambiguity. Both in managing the process and among employees.