KODD
Change what seems unchangable
We guide businesses through the transformation process by helping them plan effective strategies and turning those plans into real, actionable solutions that deliver meaningful results.
Steps in making a change
Change need
Identifying why the change is necessary and what problems or opportunities it addresses.Evaluation using data analysis, to verify if there is an actual need for a change and if the perceived solution can succeed.Data used for analysis comes from auditing the financials, processes, operational efficiency and IT infrastructure.
Change design
Defining the Vision by establishing clear objectives and outcomes that the change is meant to achieve.Mapping the Process by outlining the steps, timeline, and resources required to implement the change.Engaging Stakeholders and ensuring that the people involved or impacted by the change understand and support it.Identifying potential risks or resistance and planning how to address them.
Change process
Keeping stakeholders and everybody impacted by the change, informed about the purpose, benefits, and progress of the change to ensure alignment and support.Executing the planned steps while addressing challenges and ensuring smooth adoption of new processes, systems, or behaviors.Tracking the results of the change, gathering feedback, and making adjustments as necessary to achieve the desired outcomes.Embedding the change into the organization’s culture or processes to ensure long-term success and prevent regression to old ways.
Case studies
Conversion from Remote to Hybrid Work
After the lockdown period of Covid 19 pandemic the staff was working fully remotely, which impacted the culture of the company. The challenge was to bring people back to office within 6 months in a way that was fit for the company and within certain constraints.Result
From 30% of employee office attendance to 95% (excluding excused absences and special cases)
Reduction of high attrition in one of the office locations
Company that had 4 offices in Poland noticed that one of the locations had abnormally high attrition rate compared to the other sites and needed to understand why and how to reduce it.Result
Attrition rate dropped from 52% to 22% the following year
A new management structure for software delivery
Department consisting of software engineers, analysts and designers had a flat structure that was causing senior managers to be overwhelmed with management duties that resulted in poor client service and stress on the staff.Result
11 new middle level managers and freeing up 50% of time for senior managers
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