Contact
Get in touch with me
Write to me and tell me what you need help with. I will get back to you as soon as possible and we will agree on the next steps together.
Need to discuss this more quickly?
Write me and we can arrange the next steps within a few minutes.
Need to discuss this more quickly? Write me and we can arrange the next steps within a few minutes.
Write me
Do you have a question or inquiry?
Send me an email and I will get back to you as soon as possible.
Do you have a question or inquiry? Send me an email and I will get back to you as soon as possible.
zuzana.fiantok@gmail.com
Frequently Asked Questions
No matter whether you’re at the start of a major transformation, in the middle of a running project, or dealing with your own life change…
Project management = timelines, budget, scope, risks.
Change management = people, mindset, behaviours, adoption.
Both are essential. Project management ensures the solution is delivered. Change management ensures people adopt it, use it, and that it brings the results you invested in the project for.
Yes – possibly even more. In smaller companies, people are often more stretched, wear multiple hats, and change has a more noticeable impact on them. A well-designed approach to change can reduce chaos, prevent attrition, and keep the business running smoothly during transformation.
That’s exactly why a structured approach to change is important. It helps focus energy on what has the biggest impact – not on more meetings and extra materials. Together, we’ll set a scope that makes sense for your capacity and reality.
Resistance to change is normal – and it’s valuable feedback, not a problem to be silenced. I’ll help you understand where it comes from (fear, exhaustion, distrust, bad past experience) and how to work with it so that it turns into engagement, not sabotage.
At the beginning, we’ll define what success means for you – from adoption of tools and processes, to behaviours, all the way to business results. We’ll then link metrics to that. This way, you can track and manage the outcomes of change, instead of just “hoping” for them.