Business Consulting or Business Management Consulting refers to the practice of helping organizations improve their performance, primarily through the analysis of existing business situation and challenges. The result of this analysis is the development and implementation of a plan to achieve optimal results.
Organizations hire spiral2grow consultants for a number of reasons, including, for example, to gain external more objective advice and recommendations that help create a work environment that improves results and lead the organization toward its goals. spiral2grow of New York City, led by Moshe Ratson (MBA, MS MFT) provides best-of-practice methodologies and enables the organization to respond to market demands with agility and innovation – while reducing costs and risks.
Having vast experience in high-level business management, entrepreneurship, start-up companies as well as psychology position Moshe in a unique position to provide valuable personal and professional coaching services. Moshe’s history, experience, and expertise in professional and personal coaching space enable Moshe to provide significant insight in identifying opportunities and capitalize on them by using proven business strategies. spiral2grow’s coaching strategy can help you smooth your operation, build leadership skills and guide you to greater success. Your time and efforts are valuable, and you deserve to spend your energy on running your business, attracting new clients and generating more revenue.
Our experts can be the consulting partner you can trust and can help you increase customer and shareholder value. We have had tremendous success in motivating our clients to perform at the highest level and close some of their greatest deals. We can transform under-performing teams or simply take your team to the next level. Please feel free to contact me for a complimentary phone consultation.
Organizational Development (OD) is the process through which an organization develops the internal capacity to be the most effective it can be in reaching its mission work and sustaining itself over the long term. It highlights the explicit connection between organizational development work and the achievement of organizational goals.
spiral2grow, located in New York City, utilizes proven coaching-psychology models as well as management and business methodologies and processes, which serve as the foundation for the development and training of executives, and senior staff as well as the implementation of effective organizational procedures. The company’s staff, led by Moshe Ratson (MBA, MS MFT, LMFT). His history, experience and expertise in professional and personal coaching space enable him to provide significant insight in identifying opportunities and capitalize on them by using proven business strategies.
spiral2grow staff includes top sport and performance psychologists, executive coaches and business consultants specializing in the business-management field, spiral2grow helps companies plan and implement solutions with the purpose of attaining its managerial and commercial goals.
Today’s leading organizations have realized that achieving competitive advantage and delivering business goals is heavily dependent on investment in their current leaders, as well as the potential leaders of the future. They understand that their greatest strength lies in the power of their employees, and particularly their leaders.
Leadership and Management is a key success factor for any business. Managers need to have a strong focus on effectively integrating people, processes, and technology to deliver business value. Leaders and managers require a depth of process knowledge, including development methodology, and project management, as well as organizational development, performance improvement and team-building skills.
Effective leaders inspire positive growth, change and healthy work relationships. spiral2grow focuses on providing leaders with a set of tools to bring out the best in the people they lead. Moshe Ratson (MBA, MS MFT, LMFT) of spiral2grow develops and supports leaders and managers to work at the peak of their performance and utilize sport and performance psychology tools.
spiral2grow, located in New York City (close to Grand Central Station), assists managers with clear barriers and unlock their leadership potential. Areas of focus may include professional vision, producing results, strategic thinking, interpersonal skills and emotional intelligence, team development and supervision and giving effective feedback. One of our goals is to assist organizations in planning and implementing programs to develop leadership and managerial skills. We work with organizations to establish clear leadership and management development strategies and build the structure necessary to ensure its success.
Team building coaching provides successful strategies for helping managers and teams maximize their individual and collective talents to reach desired performance outcomes. It addresses specific team-related issues and challenges using strengths-based development approach as well as performance psychology methods. Successful team building has far-reaching ramifications for your organization. Improve the way team members interact and you will improve their ability to solve problems. Better problem–solving means better efficiency in general. Increased efficiency tends to boost morale and productivity. It also helps to decrease stress, turnover and operating costs. Once you establish an effective team it becomes more creative, more productive, self perpetuating, resilient, and confident.
spiral2grow helps organization of all sizes identify present challenges potential growth and successes area. We involve the team members in the process of defining their meta- goals (objectives and actions), analyzing their needs, and assessing different ways to establish the necessary changes to achieve their goals. Our method encompasses teams work collaboration while promoting respect, open and direct communication, problem solving skills,and continual improvement. A key elements for success is the creation of measurable outcome and specific action-plans to ensure gradual implementation that bring minimal negative interference with optimal positive change.
As each team is different, spiral2grow customized its solution to the specific needs of each team/organization while having a holistic, systemic approach. We are expert in the process, while able to facilitate change and understanding that the clients are experts in their domain. As such, we listen and observe carefully and craft an approach that is targeted toward helping teams foster their working environment.
The main goals of team building are to improve productivity and motivation. The benefits of team-building programs are so significant that many corporations have incorporated team building strategies into their standard training curriculum. spiral2grow of New York provides proven methods to help teams grow and become more synergistic and effective. We help organizations improve their performance and move them forward toward their goals.
Organizational change management includes processes and tools for managing the people side of the change at an organizational level. Change Management is a structured approach to transitioning individuals, teams, and organizations from a current state to a desired future state.
A successful reform process requires a bold and committed leadership with the understanding that effective organizational change is complex and must be viewed in a systemic and systematic manner. Planning and implementing effective organizational change must consider all aspects of the company such as management, business, operational and human resources. spiral2grow counsels organizations on how to steer and carry out reform processes. We provide proven tools and framework for managing the people successfully and achieve effective transition.
Organizational change management (OCM) is a framework for managing the effect of the change in business processes, organizational structure or cultural changes within an enterprise. It would be beneficial and effective to utilize a systematic approach to OCM when change requires people throughout an organization to adopt new attitude and learn new behaviors and skills. By formally setting common vision and expectations, employing tools to improve communication and proactively seeking ways to reduce misinformation, stakeholders are more likely to buy into a change initially and remain committed to the change throughout any discomfort associated with it.
Successful Organization Change Management Strategies include:
- Clear and defined a common vision for change.
- Unified and assertive executive leadership that communicate the vision and influence all stakeholders to buy into the for the change process.
- A strategic plan to educate employees at all levels about their tasks and responsibility in during the transition time and afterward.
- A concrete quantitative and qualitative measurement tool to allow objectively measure the change process, learn whether or not the change is a success, make the necessary adjustments toward successful results.
- Enhancing performance and maintaining it over time
- Establish a reward mechanism, both monetary and social, that motivate and encourage individuals and groups to be proactive and take ownership for their new roles and responsibilities.
Additional Guidelines for Effective Change Management
There is no one single change management methodology that fits every company. Yet the following set of practices, tools and techniques are very helpful and can be adapted to a variety of situations. Using these guidelines in a systematic, comprehensive framework, leaders can clarify expectations, and manage their own personal change as well as engage the entire organization in the process in an optimal way.Address the “human aspect” – Any organizational change creates “people issues.” As such, a personal, social approach is required while it requires a formal, detach (objective) approach for managing change. It begins with the leadership team and then engaging key stakeholders and management while moving down through the organization.
Work systematically – The change process requires data collection and analysis, planning, and implementation discipline as does a redesign of strategy, systems, or processes. The change-management approach should be fully integrated into program design and decision making, both informing and enabling strategic direction. It should be based on a realistic assessment of the organization’s history, readiness, and capacity to change.
Change starts at the top The leaders themselves must embrace the new approaches first, both to challenge and to motivate the rest of the institution. Unity is key and is composed of individuals who are aligned and committed to the direction of change, understand the culture and behaviors the changes intend to introduce, and can model those changes themselves. Only after the leadership team went through the process of aligning and committing to the change initiative was the workforce able to deliver downstream results.
Involve every layer in the organization At each layer of the organization, the leaders who are identified and trained must be aligned to the company’s vision, equipped to execute their specific mission, and motivated to make change happen. Consistently is key for successful change and promotes healthy transition.
Make a formal case for change The articulation of a formal case for change and the formation of a written vision statement are priceless opportunities to reinforce organizational alignment. Three steps should be followed in developing the case: First, face reality and articulate a persuasive case change. Second, demonstrate faith that the company has a viable future and the leadership to get there. Finally, provide a road map toward the desire goals. Assign ownership. Ownership and personal responsibility is the foundation for making change happen. Ownership is often best created by involving people in identifying problems and crafting solutions. It is reinforced by incentives and rewards. These can be tangible (for example, financial compensation) or psychological (for example, camaraderie and a sense of shared destiny).
Consider the organizational cultural The organizational readiness to change depends on organization culture and resistance. The assessment of these elements brings major problems to the surface, identifies conflicts, and defines factors that can recognize and influence sources of leadership and resistance. By identifying the core values, beliefs, behaviors, and perceptions, a successful change can take place.
Customize and communicate the message Communication is key in every social element. Not often, leaders make the mistake of assuming that others know the issues, feel the need to change, and see the new direction as clearly as they do. This is why clear, consistent messages through regular, timely advice that is both inspirational and practical.
Anticipate the unexpected It is rare that plan goes uninterrupted and completely according to the original design. People react in unexpected ways; areas of anticipated resistance fall away, and the external environment shifts. Effectively managing change requires ongoing assessment of its impact and the organization’s willingness and ability to adopt the next level of change. The ability to adapt and adjust is necessary to maintain momentum and drive results.
Facilitation Services New York
Facilitation is about the process of moving something from point A to point B in an effective way. Using a multi-step-process, spiral2grow, located in New York City, collaborates with its clients to design and deliver a facilitated session(s) that meets their unique objectives.
When an organization or a team within an organization has an important challenge or problem that is needed to be addressed or resolved, a decision is needed to be made. This is where a facilitation expert can play a major role in bringing about the necessary skills to move toward healthy discussion toward resolution. A successful and professional facilitator allows a team identify objectives and desired outcomes, develop a strong and effective agenda to make the team focus on engaging with the subject-matter at hand.
The facilitator helps design an optimal structure for discussion, creates agreed upon agenda, keeps people on the topic, promotes participation of members, asks provocative and probing questions to elicit deeper thinking, and identifies action items and accountability. By the end of the process, a summary of results and recommendation ensures a healthy and constructive closer of this step and allowing teams to move to the implementation phase. Part of the implementation process is the creation of tasks and responsibility and timeframe as part of project management. The bottom line is to enable teams and organizations gain the full benefit from their investment of time, money, and talent and seeing the actual results come to life on the job.
Our professionals bring a deep understanding of the facilitation process and are experts in creating a working environment that stimulate the group members and encourages them to think, exchange and assimilate knowledge and experience. The facilitator(s) also integrates group dynamics, improves problem-solving while reaching the desired goals.
Crisis or disasters can strike at any time. They are most devastating when sudden, but slower events can be cumulative and just as damaging. When crisis happen, there needs to be a practiced plan that ensures a positive, focused and effective response. During a crisis there tends to be confusion, uncertainty and even fear. A crisis management plan generates order out of chaos.
A state of crisis forces management and employees to be at their best in their most difficult hour, requiring that decisions and operations be well-balanced. Crisis management consists of skills and techniques required to assess, understand, and cope with any serious situation, especially from the moment it first occurs to the point that recovery procedures start. It is at such a critical juncture that spiral2grow of New York assists companies in crisis management at all levels.
Crisis leads to major disturbances at the working environment and creates challenges among employees at all levels. During this difficult and uncertain time, it is important for employees, particularly leadership and top management to face threats with courage, determination and optimism.
The following are few tips to overcome organizational crisis:
Gather correct and relevant information. The first thing one need to do to solve a problem is to seek the true reality. As such, seeing the reality from multiple angles and collecting the facts is a key step to understand the situation. Only when you know where you are, you can define where you want to go. Can you really know where to go, if you don’t know where you are?
Identify the problem. Once you collected the data, identify the core problem, which is clearly different than the symptoms.
Adopt solution-focused approach. Bring the necessary expertise to define solution and effective strategy to bring about the necessary change.
Communicate effectively. Information must flow across all departments in an effective way with transparency and respect to all involved in the process. A healthy and open dialogue is important to make employees feel comfortable and integral part of the change process. Addressing employees’ concerns and attending to their feedbacks and suggestions with open mind creates a collaborative approach with shared responsibility.
Be calm, collected and patient. It is important not to panic and act impulsively without a crisis plan. Yet, understand that time is critical and decision need to made sooner than later and that decisions and course of action must be made to overcome the crisis.
Reevaluate your plan and performance. Have an ongoing evaluation and progress report, while be flexible to change your plan when is needed.
Create a crisis plan. A key to any success is planning. Crisis management plan helps all employees involved to stay focused and be clear about goals and objective as well as roles and responsibilities. The plan, which must be realistic, reduces instability and uncertainty among employees and help them concentrate on their job.