HR SERVICES | HR CONSULTING
CHANGE MANAGEMENT
Change is something unique to every organization, and we do NOT believe in one-size-fits-all solutions.
How do constant dynamics and changes affect the organizations we work in?
Where does the change occur and what are its consequences?
How do we 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!
KATRO perspective:
We believe that an ever-changing environment is not a negative thing – on the contrary. These are new possibilities. Our experts will help you find them.
The KATRO approach:
- SCIENTIFICLY BASED – directly related to the most current discoveries in this complex field
- IN-DEPTH – 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 drives organizational change, but also impacts your organizational results.
What are the four key factors on the road to true organizational change? How can each of them be influenced with the support of our KATRO experts? Read on our blog!
KATRO expertise:
- Organizational consulting during a planned organizational change (before the very start of the process)
- Organizational consulting during an ongoing change process
- Expert support during structural and organizational changes
- Change Management training for key change agents
- Development and coordination of information campaigns to raise awareness, incl. facilitating Change Initiation Workshops
- Audit and subsequent analysis of already implemented change
KATRO power:
What sets us apart is the science-based tools we use. Among them is the Kaleidoscope of Change – specially developed and based on solid scientific foundations (Hughes 2010; Balogun & Hailey, 2007). It helps us identify the key drivers of the change process and, through analysis, in the context of the particular change, remove the sense of ambiguity. Both among those managing the process and among the employees.