A ½ day workshop by Wanted Transformation Consultancy. How can Romanian employees be managed? The short answer is: “not easy”. The classic answer: “it depends”. Our answer is: “wisely”. By that we mean you need to understand the relationship between stimuli and reactions, and the mechanisms that underline it. Romanian employees will, predictably, tend to have […]
Read More authority, competitiveness, creativity, leadership, motivation, organizations, responsibility, trust, values
Adrian Stanciu is a leading Organizational Development consultant in Romania, specializing in organizational culture management and change. Previously, he was CEO of Xerox Romania.
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Cosmin Alexandru este consultant în branding și strategia comunicării. De asemenea ține workshop-uri și face mentorat în leadership pentru persoane sau companii. A fost co-fondator GfK România și a condus-o timp de 12 ani.
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“Through various working sessions with Vodafone staff from all levels of the organization they helped us assess current behaviors and establish the gap between how things were and how we wanted them to be.”
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“Using seamless facilitation skills and charisma along with appropriate diagnostic tools, Cosmin and Adrian guided and helped a team of 24 managers draw up the Mission statement of the company.”
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“I wouldn’t offer Adrian to anybody, who is not brave or prepared to look in the mirror, who is not really prepared for a hard, painful and ‘challenging’ transformation process.”
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“Adrian and Cosmin helped and still help me to clarify quicker many of the challenges I’m facing in running an established but also growing business and they deliver concrete solutions when I need them.”
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“Since any business transformation starts with change in people, Cosmin’s empathy and ability to read and understand how human nature works are valuable tools that guaranty a successful turnaround.”
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“Together with Cosmin and Adrian we found very customized solutions to expand not only the business but also my perspectives.”
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More than 80% of the organizational change efforts around the worls happen under new leadership. There is a reason for this. We are all very bad at changing the things that we ourselves have built. By comparison, changing something that someone else has built is always relatively easy. The road is not without its challenges, though. Most of the people that you find in the organization will be the same ones that created the reality that you want to change. Things that seem obviously wrong to you will seem reasonably right to them.
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