634 West End Avenue, Suite 4, New York, NY 10024

(917) 533-8285 | looram@looram.com

OUR CONSULTING PROCESS

The fundamental role of the consultants is to insure that the mental energy, time and focus of the all those involved in this process is devoted exclusively to providing their expertise and judgment on the subject. Therefore it is the consultants’ job to generate critical information before the meeting, present it in ways that is quickly digestible, and design and facilitate a process that takes best advantage of the group dynamic which elicits ideas, and creates commitment and closure without wasting time. In addition the consultants are the individuals tasked with consolidating information after the meeting, providing continued recommendations on the next steps and generally taking full responsibility for maintaining momentum and moving the process to closure.

We are PROCESS consultants. Our team building process elicits anonymous evaluations of the team’s processes: communication, decision making, role definition, and conflict management. These evaluations are gathered from both team members and subordinates who report to the team. We facilitate the team through a discussion of their processes leading to an agreement on process improvement. We do not use instruments, games or other devices since they distract from the task at hand: Improving team processes. Our Strategic planning process similarly gathers insights from over 100 stakeholders. We facilitate the organization planners in analyzing this data and coming to consensus about mission and selected strategic goals.

STRATEGIC PLANNING

OUR PLANNING PROCESS INCLUDES THE FOLLOWING STEPS...

  • A Strategic Planning Team is established.
  • Surveys are sent to key stakeholders inside and outside the organization.
  • Strategic opportunities and threats, and internal strengths and weaknesses are identified and prioritized.
  • Potential offensive strategic goals are identified to take advantage of external opportunities and internal strengths.
  • Potential defensive strategic goals are identified to protect against external threats and internal weaknesses.
  • Specific detailed action plans are developed for each priority goal that is established.
  • Organization resources are shifted and allocated to the priority strategic goals.
  • The Strategic Plan is executed

WE ARE GUIDED BY THE FOLLOWING PRINCIPLES...

  • The involvement of key stakeholders creates commitment to act on the Strategic Plan.
  • Competitive strategic data must be gathered from as wide a base of information as possible.
  • The organization must focus on the few priority goals that will provide the greatest competitive advantage.
  • Those priority goals must be allocated resources (people and money.)
  • The plan must be managed and executed with patience over time.

For a more detailed description of this process please contact us.

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TEAM BUILDING

WE HAVE A FEW HARD QUESTIONS FOR YOU AND YOUR TEAM...

  • Are you clear how decisions are made on this team?
  • Do you know which decisions are yours to make and which have to be coordinated with other team members?
  • Are others on the team making decisions that should be coordinated with you?
  • How well do you communicate, coordinate and create commitments to common goals?
  • Are your meetings productive?
  • Are you able to discuss issues candidly and openly as a team?
  • Is your team taking advantage of each individual's particular talents?
  • Is your team as effective as it could be?

WE OFFER YOU A CHALLENGE...

  • Take your team away for two days.
  • Talk about yourselves: who you are collectively and who you would like to become.
  • Discuss objectively the issues described above.
  • Adjust your teamwork and coordination procedures as needed.
  • Go back and go for it!

WE FOCUS YOUR TEAM ON PROCEDURES...

  • Goal Setting
  • Decision Making
  • Role Definition
  • Communication
  • Conflict Management

WE FOLLOW A VERY SIMPLE TWO DAY TEAM BUILDING AGENDA...

  • Our staff provides specific examples of how peak performing teams use each of the procedures described above.
  • The team reads and discusses their own evaluation of how well they follow these procedures. This collective, anonymous evaluation is obtained prior to the meeting through interviews with each team member.
  • The team identifies the specific procedures that need to be put in place to improve teamwork.
  • Individual and collective commitments are made in writing to put these procedures in place over the next six months.
  • We conduct a one day follow up visit six months later to determine how well the team has kept its commitments.

OUR UNIQUENESS

Our uniqueness lies in our ability to elicit candid responses about sensitive issues, organize the responses in a manner that is meaningful to the participants, facilitate a professional discussion of those issues, and ultimately focus the team on specific measurable action plans to which they are willing to make a commitment. We use a very seasoned and experienced staff. This results in a time effective, low risk, high gain effort for all involved.


For a more detailed description of this process, please contact us.

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