Our Four Pathways
How can you identify and build a culture that will enable you to fulfill your
How do you create a culture that everyone is proud of and drives performance? How do you integrate an acquisition’s culture?
How do you turn your leadership team into cultural leaders?
How do you increase performance and raise morale at the same time?
Our Company Culture
How We Do It
At STRATAM, we draw upon rich philosophical traditions to create and refine innovative frameworks, distinctions, and practices that enable our clients to see their organization in a new light and develop new pathways to the future. All our projects are unique, as every masterpiece is unique.
We can approach the project through multiple pathways, all outlined here, or through all of them together.
Cultures have a unity in a shared organizational mood like hope or fear.
Beyond the basic doings, cultures have a unity in a shared organizational mood like hope or fear. The mood determines how situations and things matter. In hope things matter so far as they can help people change the world. In fear, things matter so far as they are threatening. Whenever we enter a new organization, we get a certain feel. That’s the shared mood.
Cultures also have a style which serves as an ordering principle. A culture with an opportunistic style has people constantly looking for adjustments to get ahead. A culture with a pragmatic style has people looking to make smart tradeoffs to get work done.
Cultures get weak when they fall into negative moods like resentment, resignation, fear, or arrogance or when they have moods and styles that do not complement each other. Imagine a company with a mood of zeal and a style of hanging out collegially.
We work with you to create your strategic story through an iterative process of exploration and decision-making.
We work with you to create your strategic story through an iterative process of exploration and decision-making. Questions start the process. Answers are challenged for insight and grounding. Decisions frequently open new areas for exploration. We involve key performers from multiple levels to ensure that answers are grounded in the reality of the situation. We design the conversation to require honesty, directness, insight, and boldness.
Central questions: What is our vision for thriving? What constitutes winning for the next design of our enterprise? What is the story that will guide us?
The result of this exploration is a strategy and plan for mobilizing it that unifies leadership, employees, processes, and culture, in the creation of a potential masterpiece.
No one gets into or holds a position of leadership for long without possessing admirable,
With CbM, we introduce the Accountability Loop as a core practice for effective communication.
At the heart of CbM is the recognition that great accomplishments are driven by the commitment of individuals, teams, and organizations. Where accountabilities are weak or unclear, so are the results. Accountability, though essential, is insufficient by itself. Alignment of accountabilities is critical, too. CbM increases accountability and alignment by focusing attention on the quality of commitments made and on the practices for maintaining shared and coherent understandings of commitments in dynamic situations.
With CbM, we introduce the Accountability Loop as a core practice for effective communication. We also introduce practices for rich listening, cultivating productive moods, and strengthening trust, all of which are essential aspects for commitment and coordination. Introducing superior raises both performance and morale.
Stratam consultants have led engagements for the following organizations
“Chris and his team introduced me to the principles of Commitment-based Management 15 years ago. I have utilized what I learned from them in leading multiple organizations, including large technology firms, major money center banks, an online brokerage, and technology start-ups. From leadership development to project constitution and management, these practices have directly resulted in enhanced team performance and predictable product delivery schedules.”
~ Vince Passione
“Our customers were so delighted by the increased visibility into our processes and the quality of our deliverables that they offered to partner with us on a new technology initiative. Commitment-based Management is now an integral component in our software testing and quality engineering practices. ”
—Former QA Manager
— "Jean Dunham's coaching with me and our president has been instrumental in our management turnaround, focus and communications."
~ Andrea Bordenca
“Leadership would be a safe undertaking if your organizations and communities only faced problems for which they already knew the solutions. But there is a whole host of problems that are not amendable to authoritative expertise or standard operating procedures. Without learning new ways—changing attitudes, values, and behaviors—people cannot make the adaptive leap necessary to thrive in the new environment.”
Ronald Heifetz &
Leadership on the Line
Lets work together and achieve great things!