Don’t define the management of your company on the capabilities of IT systems, but define your IT management systems on your capabilities, ideas and objectives...

Change, as we perceive it, is about new opportunities, objectives and strategies, about new corporate culture, new people or customers. Change is a complex process and certainly means more than only a new IT system. Within the Change Management services we provide innovative and tailor-made solutions that differ from common approaches...

In practice there are dozens of approaches for creation and setting up of management systems. When we create them we come out from the new trends and strictly from particular needs and objectives of our clients. The most important aspect of change is to know the goals and to subordinate them all the phases of setting up the development and design.


Our task

Complexity of this topic equals to its importance and therefore under the complex Change Management we understand following combination of topics:

• Management Systems Design & Development,
• Corporate Culture Development,
• Management Audit,
• Management Coaching,
• Customer Relationship Management,
• Professional Search.

Properly set up management systems create the basic condition for effective operation and growth of every company. System for setting up management structure, its flexibility and efficiency, proper definition of decision-making or strategic competencies, systems of control and communication with customers must perfectly represent their ideas and company culture.

We look at management systems innovatively, because we realize that our clients are not looking for standard solutions. Solutions based on unclear procedures and insufficient transparency lead in the present fast world into poor effectiveness and insufficient flexibility and therefore insufficient performance.


Our task

Our solutions are based on complex knowledge and continuous improvement of all available management systems that influence private sector. Our endeavour is to find solutions that create this growth.

Therefore we use and for the purposes of maximizing growth of our clients we modify relevant know-how based on the most up-to-date consulting approaches in the area of TQM, Six Sigma, Strategy Management, Critical Path and Knowledge Management.

We define the model of setting up the management structure, the flow of information and, in particular, strategic decision-making processes on the basis of sophisticated methods and many years of experience with setting up and evaluating our clients' management systems.

...is an internal company wealth and a great value, thanks to which your customers will consider you to be your own blood and your employees would want to perform the maximum... these are the main attributes of the properly set up corporate culture.

...if you are interested in:

• ardent and efficient employees,
• high level of working performance, motivation and productivity,
• strong teamwork and quality internal cooperation,
• high-quality services contributing to customers’ loyalty,
• low fluctuation,
• managers with excellent skills,

think about changing yours company corporate culture...

In the current fast world, the phenomenon of a corporate culture together with a high-quality management process and a sophisticated CRM approach can be considered to be the main factors which create a success of the company on the market. Corporate culture is closely interconnected with management processes and its implementation causes many positive side effects that can be used for better operation of management processes and systems.

Corporate culture creation or its adjustment is an interactive process based on company’s vision and direction or on its ideas how to use the ethical principles for employees and customers. Company owners and top management, responsible for operation of the company must know the fundamental arguments why it is important to motivate the employees and to make them more efficient and pro-customer oriented and to know why the customers should buy their products.


Our task

Our task is to identify parameters of an existing corporate culture from inside (employees, partners, processes) and from outside (customers, partners, CRM), to identify the main priorities of the top management, the development needs and to define correct procedures for a successful establishment of a new culture in a practice. The corporate culture development strategy is divided into three basic phases:

• Corporate Values Assessment & Design,
• Corporate Culture Strategy Development,
• Corporate Culture Implementation.

Corporate Values Assessment
... in order to define proper scope of changes, it is necessary to identify the current corporate culture and to define the complex strategy of the company internal and external development policy . This introductory phase is an essential condition to achieve the overall satisfaction with corporate culture changes...

Corporate Culture Strategy Development
... based on benchmark of identified needs and values the Draft Transition Plan will be created for building new corporate culture identity related to all relevant internal and external players and processes...

Corporate Culture Implementation
... it is the most difficult and most complex phase of the whole process focused on completion of the process of changes by using the most sophisticated methods in the area of management systems and human capital development...

Management Audit is an effective and tailor-made tool for fast, complex and in-depth assessment of managers and assessment of company’s capacity from the point of view of readiness of managers to cope with the key strategic tasks. Management Audit helps to develop managers in accordance with accepted strategy and challenges of external environment.

It is advantageous to apply Management Audit in the period of significant strategic changes, as for example mergers and acquisitions where fast and in-depth knowledge of suitability and compatibility of management sources with respective company culture, values and strategy is necessary.

It helps to identify key managers in the “right place” and to evaluate the state of real management skills in comparison to profiles of ideal candidates and Leadership Profile within the whole company.


Our task

Thanks to management audit implementation we allow objective, independent and professional comparison of internal management sources with the most successful ones in respective area on the market. Audit also differentiates group of managers ready to assume full responsibility for new tasks and more demanding challenges. On one hand it provides individual participants with space for self-assessment and on the other hand with inspiration, feedback and possibility to specify and objectives own professional and personal development.

It is an optimal tool within the meaning of identification of management and leadership talent and potential in perspective of the best and proved management principles, procedures and practices. Its outcome is definition of training and development areas and needs for further strategic development in form of coaching.

Management Audit is the most effective solution for not only understanding individual management sources and identifying possibilities of objective work with them but also for recognizing the company in its entirety. It allows extension of the project scope to the area of operation, levels and processes and subsequent use of inputs for other consulting solutions within the meaning of complex management of human capital in the following areas.

Management Coaching is a form of expert consulting designed for top leaders, top management members, CEOs, executive directors and entrepreneurs in the area of strategic management and assistance at achieving ambitious objectives and implementing new strategic plans within the meaning of increasing overall effectiveness and competitiveness.


Our task

Within the project Management Coaching, professional procedures of expert consulting process are carried out in form of individual interaction between highly qualified and experienced coach and top manager with the biggest responsibility for management of the organization in respective area. Management Coaching is carried out in a private atmosphere in form of open discussion, mutual professional inspiration, case studies, specific tasks and assignments, direct constructive feedback and expert consulting assistance at designing and establishing specific action plans and plans for further development.

These procedures are used in the following situations:

• increase of strategic and leadership skills,
• mergers and acquisition of companies, in case of need of the most effective strategic integration procedure and form,
• company restructuring and transformation, in case of need execution of major changes and change of strategy,
• planning and strategic development of management reserves,
• creation of new efficient management teams, their identification, professional management, motivation, assessment and setting up of strategic objectives, plans and expectations,
• increasing of management effectiveness and efficiency.

The major advantage of a well set up Customer Relationship Management (CRM) system is its ability of getting to know customers, their needs and habits, setting up effective communication campaigns and strategies or identification of internal customer communication weak points.

The main attributes of CRM are:

• maximization of efficiency of existing networking,
• complex customer administration,
• complex administration of opportunities,
• complex data integration,
• easier and well-arranged definition of working procedures (Workflow),
• uniform administration of communication documentation (orders, offers etc.),
• performance management,
• uniform and automated reporting,
• complex statistical and analytical support.

Our task

In a certain moment an introduction of high-quality IT CRM system is a necessity. Identification of needs and recognition of possibilities is a basic condition of successful managing of preparatory process. Our task is to maximize contributions of CRM systems in consideration of setting up management system and its structure for our clients and proposing the most effective system to increase their competitiveness.

Professional Search is an effective tool for finding candidates for vacant or redefined working position. Its aim is to look for leaders and managers with development potential. The need for its use in many cases comes from internal rules of clients or other consulting solutions.

In contrast to the Executive Search & Leadership Advisory, strategic consulting service, where the right candidates are addressed directly, in Professional Search the potentially suitable candidates are mostly approached through published advertisements. The search process consists of five phases – the need assessment, advertisement, selection, candidate presentation and contract negotiation.


Our task

In the assessment phase we discuss in detail the client’s needs and the profile of the open position. The gathered information is supplemented by our professional knowledge. Based on our expertise we define the selection strategy and propose the appropriate procedures. The published profile of ideal candidate addresses the wide set of potentially suitable candidates in a short time. Our reputation and professional approach increases the chance for finding the right candidate for the position. Professional approach and our reputation on the market increase the chance of successful position placement.

During the selection process we screen the received CVs complemented by CVs from our internal database. We approach the selected candidates and invite them for an interview through which we verify candidates´ professional qualification and social skills, we evaluate their achievements and analyze motivation and personality. After thorough analysis we prepare a shortlist of candidates.

In the presentation phase we present client the short list of candidates. We organize meetings with candidates, and if the client wants us there, we are happy to join their interview. After detailed discussion with client we evaluate the candidates and prepare their ranking. The most suitable candidate we ask for references.

In the final phase we support both the client and the chosen candidate during the contract negotiation. Both sides can rely on our consultants’ experience and knowledge of the market. We keep in regular contact with the client and with the candidate after he enters the company to ensure that he has successfully integrated himself into the new company and has the best conditions to achieve defined targets.

The need for changes of management in public sector can be simply defined as Better Regulation concept. Changes in public administration operation are necessary and from a long-term point of view our objective is to contribute to transformation to effective system based on the most up-to-date management principles.

Change, as we understand it, is a complex process. It is not only about new opportunities, objectives and strategies, new organization culture, new people or implementation of "mandatory" European policies. Within the services in the area of Change Management for public sector we provide innovative and tailor-made solutions that reflect environment, customs and obstacles created by regulation mechanisms.

We have been cooperating with public sector organizations on the international level for many years and therefore we fully understand peculiarities of this sector. In case of need for changes in respective organization we are ready to find solution that will comply with all attributes of the Better Regulation concept. More information: Public Sector & Government Leadership Advisory.


Our task

In practice there are dozens of approaches for creation and setting up the management systems applied in public sector conditions in spite of strict rules. We follow new trends and in particular needs and objectives of public organizations the management of which is not influenced by standard market environment but by public interest and political pressures.

Main contributions in the area of public administration:

• development and implementation of tailor-made and up-to-date management systems,
• building effective management structures,
• complex increase in efficiency of processes and services provided on single management levels
• increase of management efficiency by definition of VA (Value Added) and NVA (Non Value Added) processes,
• reduction of cost-to-income-ratio and evaluation of effectiveness of implementation of activities from the point of view of economy (Standard Cost Model, Activity Based Costing),
• better control and easier management of processes on the level of departments, divisions and sections,
• effective communication with citizens within the meaning of respective legislation.

Complexity of this topic equals to its importance, and therefore under the complexity of Change Management for public sector we understand combination of following partial solutions:

• Management Systems Design & Development,
• Corporate Culture Development,
• Management Audit,
• Management Coaching,
• Customer Relationship Management.

Properly set up management systems are the basic condition for effective operation of public organisations. However, it is not a custom. For dozen of years we have witnessed that within the pressure of other paperwork and relatively complicated relationships public sector organizations are unable to create effective internal environment based on transparent relationships, competencies and responsibilities.

We believe that the low effectiveness and efficiency or excessive bureaucracy can be reduced by introduction of up-to-date management systems based on strategic management.

System of setting up management structure, its absolute flexibility and effectiveness, correct definition of decision-making and strategic competencies, systems of control and communication with employees and citizens must perfectly correspondent with competencies and responsibilities of organization and vision of leaders.

We look at management systems innovatively, because we realize that we can not provide standard solutions. Solutions based on vague rules lead to weak effectiveness and insufficient performance efficiency.


Our task

The basis of our solutions is a complex knowledge and a constant improvement of all available management systems that influence events in the private sector. Our effort is to find solutions for creation of legitimate environment securing clear possibilities for development and transparency within the organization. That’s why we use relevant know-how based on the most up-to-date consulting approaches from the area of TQM, Six Sigma, Strategy Management, Critical Path or Knowledge Management.

Main contributions in the area of public administration:

• development and implementation of tailor-made and up-to-date management systems,
• building effective management structures,
• complex increase in efficiency of processes and services provided on individual management levels,
• better control and easier management of processes on the level of departments, divisions and sections,
• meaningful reporting and reduction of duplicities.

We define the model of setting up the management structure, the flow of information and, in particular, strategic decision-making processes on the basis of sophisticated methods and years of experience in setting up and evaluating our public sector clients' management systems.

Similarly as every country has its flag, anthem and constitution, every organization has to have identification line representing its values, ethical principles and overall direction to the future.

Together with high-quality management system and approach of citizens, the phenomenon of high-quality organizational culture can be considered one of the main factors of the organization’s image. Organizational culture is closely interconnected with management processes and its implementation causes many positive side effects that can be used for better operation of management processes and systems.

... if you are interested in:

• ardent and efficient employees,
• high working morale, motivation and productivity,
• strong teamwork and high-quality internal cooperation,
• high-quality services contributing to citizens’ satisfaction,
• low fluctuation of employees,

think about changing your organizational culture...

Creation or adjustment of organizational culture is an interactive process based on values, visions or direction of the organization to the future. People responsible for operation of the organization must know the fundamental arguments for why the employees need to be motivated, more efficient and helpful toward external requirements.


Our task

Our task is to identify parameters of existing organizational culture from inside (employees, partners, processes) and from outside (customers, partners …), to identify main priorities of top management within the meaning of development needs of the organization and to define correct procedures for successful establishment of new organizational culture in practice. We divide the overall strategy for building organizational culture into three basic phases:

• Organizational Values Assessment & Design,
• Organizational Culture Strategy Development,
• Organizational Culture Implementation.

Management Audit is an effective and tailor-made tool for fast, complex and in-depth assessment of managers and assessment of organization’s capacity from the point of view of readiness of managers to cope with the key strategic tasks. Management Audit helps to develop managers in accordance with accepted strategy and challenges of external environment.

It helps to identify key managers in the “right place” and to evaluate the state of real managerial skills in comparison to profiles of ideal candidates and Leadership Profile within the whole organization.

It allows objective, independent and professional comparison of internal management sources with the most successful ones in respective area on the market. It also differentiates group of managers ready to assume full responsibility for new tasks and more demanding challenges. On one hand it provides individual participants with space for self-assessment and on the other hand with inspiration, feedback and possibility to specify and objectivise own professional and personal development.

It is an optimal tool within the meaning of identification of managerial and leadership talent and potential in perspective of the best and proved management principles, procedures and practices. Its outcome is definition of training and development areas and needs for further strategic development in form of coaching.

Management Audit is the most effective solution for not only understanding individual management sources and identifying possibilities of objective work with them but also for recognizing the organization in its entirety. It allows extension of the project scope to the area of operation, levels and processes and subsequent use of inputs for other consulting solutions within the meaning of complex management of human capital.

It is advantageous to apply Management Audit in the period of significant strategic changes, as for example mergers and acquisitions where fast and in-depth knowledge of suitability and compatibility of management sources with respective culture, values and strategy is necessary. More information: Public Sector & Government Leadership Advisory.

Management Coaching is a form of expert consulting designed for top leaders, top management members and executive directors applied in the area of strategic management, assistance at achieving ambitious objectives and implementation of new strategic plans within the meaning of increasing overall effectiveness and competitiveness on the market.

Within the project Management Coaching, professional procedures of expert consulting process are carried out in form of individual interaction between highly qualified and experienced coach and top manager with the biggest responsibility for management of the organization in respective area. Management Coaching is carried out in a private atmosphere in form of open discussion, mutual professional inspiration, case studies, specific tasks and assignments, direct constructive feedback and expert consulting assistance at designing and establishing specific action plans and plans for further development. More information: Public Sector & Government Leadership Advisory.

These procedures are used in the following situations:

• increase of strategic and leadership skills,
• organization restructuring and transformation, in case of need execution of major changes and change of strategy,
• planning and strategic development of management reserves,
• creation of new efficient management teams, their identification, professional management, motivation, assessment and setting up of strategic objectives, plans and expectations,
• increasing of management effectiveness and efficiency.

The main task of public administration is to serve to citizens. Realizing that citizens are in a position of customers in relation to public administration is a basic condition for recognition of importance of properly set up and effective communication. The ability of getting to know citizens, their needs and customs, effective communication campaigns and strategies or effective revelation of own deficiencies are main advantages of high-quality CRM system

The main attributes of CRM are:

• maximization of efficiency of existing networking,
• complex data integration,
• easier and well-arranged definition of working procedures (Workflow),
• uniform administration of communication documentation (orders, offers etc.),
• Performance Management,
• uniform and automated reporting,
• complex statistical and analytical support.

Our task

Introduction of high-quality of IT CRM system is a necessity in a certain moment. However, identification of own needs and recognition of possibilities is a basic condition of successful managing of preparatory process. Our task is to maximize contributions of CRM systems in consideration of setting up management system and its structure to design the most effective system to increase efficiency and effectiveness of our clients.

Professional Search is an effective tool for finding candidates for vacant or redefined working position. Its aim is to look for leaders and managers with development potential. The need for its use in many cases comes from internal rules of clients or other consulting solutions.

In contrast to the Executive Search & Leadership Advisory, strategic consulting service, where the right candidates are addressed directly, in Professional Search the potentially suitable candidates are mostly approached through published advertisements. The search process consists of five phases – the need assessment, advertisement, selection, candidate presentation and contract negotiation. More information: Public Sector & Government Leadership Advisory.


Our task

In the assessment phase we discuss in detail the client’s needs and the profile of the open position. The gathered information is supplemented by our professional knowledge. Based on our expertise we define the selection strategy and propose the appropriate procedures. The published profile of ideal candidate addresses the wide set of potentially suitable candidates in a short time. Our reputation and professional approach increases the chance for finding the right candidate for the position. Professional approach and our reputation on the market increase the chance of successful position placement.

During the selection process we screen the received CVs complemented by CVs from our internal database. We approach the selected candidates and invite them for an interview through which we verify candidates´ professional qualification and social skills, we evaluate their achievements and analyze motivation and personality. After thorough analysis we prepare a shortlist of candidates.

In the presentation phase we present client the short list of candidates. We organize meetings with candidates, and if the client wants us there, we are happy to join their interview. After detailed discussion with client we evaluate the candidates and prepare their ranking. The most suitable candidate we ask for references.

In the final phase we support both the client and the chosen candidate during the contract negotiation. Both sides can rely on our consultants’ experience and knowledge of the market. We keep in regular contact with the client and with the candidate after he enters the company to ensure that he has successfully integrated himself into the new company and has the best conditions to achieve defined targets.