Robert Kennedy once said, "Change has its enemies," and boy was he right. Any organization who comes face to face with change understands just how challenging and uncomfortable it can be. But what if it didn't have to be?

With Atromitos, it doesn't. In fact, we believe that change is really just opportunity in disguise. 


Atromitos is committed to working with our partners on change of all sizes, from initial assessment to implementation, and throughout the course of any transition. 

But there's no one approach. Our Change Management approach is tailored specifically to our partner organization's needs. That sets us apart.

what is change management?

Change management is a term that is used frequently and just as often ignored. It’s a planned process where by people involved in change - big or small change - are brought along so that they understand the need for change, buy-in to the change proposed, and are meaningful participants in the change. 

While there are a variety of formal change management processes, what is important is not necessarily which process you use, but finding the right process for you. 

No two organizations are the same, so the steps to effectively manage and implement change will be a little different. But one thing is clear, when Atromitos is involved, we roll up our sleeves and get into the trenches with you. And, we don't own rose colored glasses... we tell it like it is and stand with you every step of the way, even when the going gets tough. 

Above all else, we generate wins and sustain acceleration. 

When Atromitos works with you to manage change within your organization, we focus on the people and the actions that must be taken to ensure change is implemented smoothly, effectively, and in a lasting way. That means ensuring buy-in at the leadership level down to staff and other stakeholders who will be involved in or affected by the change, both directly or indirectly. Our process looks closely at who is involved in defining, designing, and implementing the change to ensure that the right change is being made for the organization; in other words, change cannot exist in a vacuum.  

We look closely at the impact, constantly and carefully assessing and addressing it and ensure that we are clearly communicating what it means for everyone involved. Then, we get the team ready through information, training, and help. 

Then, we really get to work. 


  • works directly with leadership to understand and effectively express the need for change to staff and stakeholders.

  • using insights, identifies an organization's change agents, or the individuals and groups who should be at the table designing, testing, problem-solving, and acting on the change.

  • cultivates an organization's champions who serve as ambassadors for necessary actions.

  • ASSESSES stakeholders and how an organization must involve and communicate with them along the way.

  • Defines and plans change tactics.

  • Plans and executes a change communications strategy.

  • assesses impact of change on people, structure, and resources and makes recommendations on how an organization must evolve to realize its full potential.

  • Makes recommendations on training needs driven by the change and plans how and when this will be implemented.

  • identifies benchmarks and clear measures of success, ensuring these critical indicators are regularly measured and reported on.