ctn consulting & training network

We assist you in your change processes as change management experts, coaches, moderators and trainers.

At the request of some of our clients, we have also on several occasions worked on change processes alongside big business consultancies. This is usually because their consultants are not able to moderate meetings and workshops, coach individuals or teams, or simply convey change management techniques in seminars.

Unlike many large business consultancies, we work with you, not beside you. We want to get you and your colleagues fully involved in the process.

You are yourself the sponsor of your change processes. Your executives and employees have to take over management of the change project.

We are also happy to work with your own organizational and human resources developers and trainers in projects, workshops and seminars.

We are proud of passing on our knowledge and publish what we can. Please refer to the publications by Dr. Reiner Czichos.

Please refer to the publications of Dr. Reiner Czichos.

As Change Agents we are

able to learn about new issues and client companies (culture, goals, employees, products and services, clients, etc.) quickly and in detail. We think of ourselves as learners. We pay particular attention to getting to know not only you, who hired us, but also "your company," and to custom-tailor our work to your needs.
also not specialized on one or two areas only. As you can see from our core competencies, our team specializes in many different fields. Moreover, the most experienced in our team are experts in several fields.

Publications of Dr. Reiner Czichos on Changemanagement

Change Management

Our Mission. We help our clients manage changes.

Technological, economic and political changes can be overwhelming, so we have to keep up with the times. The four deadly sins of change managers:

1. Anyone who, nowadays, still promises stability and tranquility is either an idiot or knowingly deceives his/her employees.

2. It seems to us as if, in many companies, changes are introduced rashly, with little consideration and without professional project management. Many of these changes have to be corrected after some time because they have not been thought through and/or change marketing and involvement of employees was woefully neglected.

3. Thirdly, many managers allow themselves to be completely paralyzed by change processes, both in their daily business and in their long-term thinking and behavior. Productivity and revenues decline. Panic. We often hear things like: "We cannot begin working on human resources development because we have to implement these changes first!"

4. There are many companies that are doing better after economically challenging times, but where the better employees leave the company, as experts like them are once again highly employable and they feel they were not treated appropriately when their company was not doing well. Can you really afford to stop investing in the development of your executives and your "high potentials" and Gold Collar Workers?