example of a support process

turning critical periods into achievement

Changes are time consuming, but to be successful and fulfil their purpose, they must be invested in. If you think counselling and training is expensive, then try ignorance! For a solid and sustainable result, our well tested approach would be a process in line with the example below

Cultural awareness begins at the top, where the executive leaders must lead and stand out as Role Models. During a period of major change, such as a post-merger integration period, CultureCatch would typically work with the CEO and team of executives to familiarise them with the involved default national and business cultures of those who make up the reshaped organisation.


With top management on board, this would be followed with training for the integration/transition team, and would follow the appointments process of new teams to cascade the same learnings throughout the organisation using a blend of team workshops, 1:1 counselling, all our available tools and all-employee town hall sessions.


The goal is to minimise resistance to the new culture and to help employees to embrace both their new colleagues and the future direction of the company.

And in this process, the new culture would take shape and establish, while new motivation and loyalty grows along with the engagement and involvement level.