Welcome at
Casalino Consulting!
"The more complex and unpredictable the world, the less important the plan once drawn up becomes. Course correction and the adaptability of people & organizations are things to become increasingly important."
Stefan Casalino
My focus as consultant:
Welcome at
Casalino Consulting!
"The more complex and unpredictable the world, the less important the plan once drawn up becomes. Course correction and the adaptability of people & organizations are things to become increasingly important."
Stefan Casalino
My focus as consultant
Welcome at
Casalino Consulting!
"The more complex and unpredictable the world, the less important the plan once drawn up becomes. Course correction and the adaptability of people & organizations are things to become increasingly important."
Kris Wassermann and Stefan Casalino
Our focus as consultants:
Current challenges for companies
Setscrews for change
Which mindset, which methods, which culture do people in organisations need in order to successfully master the manifold challenges?
Current challenges for companies
Setscrews for change
Which mindset, which methods, which culture do people in organisations need in order to successfully master the manifold challenges?
The agile
iceberg
Setscrews for change
Which mindset, which methods, which culture do people in organisations need in order to successfully master the manifold challenges?
The agile
iceberg
“If you are convinced that strictly hierarchical action, top-down announcements and practised silo thinking will make your company successful in the future, then you are in the wrong place. I am convinced of the opposite!”
I’m not fundamentally against hierarchy and division of labour, but often the underlying patterns of thought and behavioural routines prove to be dysfunctional to customer requirements and the fast pace of the market.
Whereas status- and power-based divisional thinking used to make success possible, nowadays such a way of working often paralyses the testing of new processes and the creation of real innovations. Moreover, paralysing “power games” are expensive. The customer is less and less willing to pay for it and finally such a traditional working environment is not attractive for younger generations.
The frequently practised method of consistently separating the decision-making level from the implementation level weakens companies, especially if the decision-making level decides faster than the implementation level can realise such decisions. Besides the fact that this practice is mostly inefficient and ineffective, it frustrates employees. It is precisely in the operational units where implementation energy and commitment are particularly needed and the opposite paralysis results through excessive demands and perceived senselessness.
What is needed now? A discourse! A discourse about WHO and WHAT you want to be as a company – internally and externally. A discourse about how hierarchy and decision-making processes should be meaningful and create value. A discourse about how interdepartmental cooperation can be better organised. A discourse on how employees at all levels and in all areas can work together more effectively, more committedly and more independently. Please feel free to contact me!
“I see myself as your sparring partner in addressing these and other exciting issues. Let us take a critical look at the structures, ways of thinking and habits of your company together.”
I would like to help you to assess how much agility your company needs and which screws need to be tightened in order to proactively deal with the challenges of the modern working world. Here you will find an overview of the way I work and the methods I use to help companies achieve agility and responsiveness.
Have the courage to set obsolete structures in motion.
I look forward to talking to you.
Interested in trying out, something new?
I look forward to talking to you.
