Crelos in the news


Crelos consult in organisational development and change. Our consultants use the best proven and scientific research regarding how and why people react and behave as they do to design bespoke solutions that effect change.

These news items show how we work in partnership with clients to understand their strategic business agendas and develop solutions that achieve improved business performance. 

News articles

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Crelos calls on organisations to embrace a new era of precision of managing change

September 2008 - Crelos

Crelos launches 'Precision Business Psychology' - a new approach to managing people and change based on the growth in understanding of human psychology about how we learn. Precision Business Psychology has been developed as a way to help clients better negotiate organisational change and to differentiate through people.

Coming around again

July 2008 - Personnel Today

New management fads emerge all the time, but are most of them simply reincarnations of concepts of decades gone by? Ali Gill comments in Personnel Today.

Unnecessary exits could be costing businesses

July 2008 - Changeboard

Piers Hollier comments on a survey that reveals the extent to which employees are comfortable asking for a pay rise.

Skills tests review good and bad

May 2008 - Times Online

What makes a good leader? Carol Lewis, editor of Career puts her reputation on the line in search for the answer. She completes an assessment process managed by Piers Hollier, Head of Consulting.

Arrogance will trip you up

April 2008 - Times Career

Do well enough in the day job and there is every chance that you'll be promoted to a managerial position - and have a whole new set of hazards to avoid. Carly Chynoweth, writer for The Times, speaks with Getfeedback's Piers Hollier about what not to do in your first management job.

Showing 36-40 articles of 46

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Steve Bicknell, Co-founder and Head Honcho

'There are many ways to change businesses, from reorganising, buying a new CRM to starting new product lines. These are required, not sufficient, causes of successful change. The key issue is people. Will they alter attitudes and behaviour to drive the change through? This is one of the most challenging and enjoyable issues we work on.'

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