Change management

Activities related to the management and implementation of change in the organization.

The task of managing change is to minimize the resistance against its implementation and, on the other hand, to actively create support among staff for the success of the change project. There is much experience with projects that, although technically well designed, were unsuccessful because they did not benefit from the support of those concerned.
Too often, organizational changes are more in line with the wishes of their organizers than to deliver the expected results. They provide the necessary outputs without delivering the expected results. Many times, all efforts are focused on the actual implementation of the change rather than the results that the change should bring. The difference that exists between the demands and the results, between the outputs and the results, the solutions and the benefits are the people who have introduced the change to life and have led them to change the way of their everyday work. Therefore, the correct implementation of changes makes it possible to close the inconsistencies and gaps thus created by effectively supporting and equipping the right people with the change to promote their success at work.
Vision and expectation of change

Contigen supports implementation teams by developing and substantiating changes, by suggestions for their implementation and by managing whole implementation process.

Design, management and implementation
programs of changes

We are architects of projects promoting the whole range of change programs, taking part in them from their creation, design through implementation to monitoring their effectiveness and constant support of people participating in projects.

Executive team and promoting changes

We are also pushing for sustained change by working with all stakeholders during the design and implementation phases.

We work with experienced management and executive teams of senior managers to create a common commitment to comply with a new vision.

Continuous support and phasing of change

The result of change management is, in addition to developing initial analyzes and programs, primarily permanent communication with people. It has many different ways and forms - joint meetings, individual interviews, bulletin boards, portals, articles, etc. Their purpose is above all to explain the reasons for change, their impact on specific groups of workers and individuals and to propose solutions for those who are negatively affected affected.

Typical types of stages and intentions by implementing and managing changes include:

> Managing process of continual change

> Schedule changes

> Sharing need for change

> Definition of vision for change

> Provide support of change

> Deliver and maintain change

Proper implementation of change is a reflection of the ideal mix of expertise, experience, right-handed speed and excellent communication.

ALBERT REIMANN, SENIOR PARTNER