Company Overview

RANA International Inc. has been a federally incorporated 100% Canadian owned company since 1993. It has international affiliations, offering integrated organizational and management development services in Canada and abroad. We are a matrix of some twenty full time principals and affiliated consultants, all of whom have extensive experience as process consultants and organization development experts in government, industry, and the NGO sectors. The majority of RANA associates are Fellows or Honoured Fellows of the Canadian Institute for Conflict Resolution, are Certified Professional Facilitators accredited by the International Association of Facilitators, and are well-versed in all aspects of developing an organization's management and delivery processes.

RANA International Inc. is driven by its highly developed Research and Development function directed by its Chairman of the Board, Mr. Paul H. J. Cormier, B. A., M. A., a North American subject matter expert in process methodologies and organizational development. He has written over twenty-five technical manuals for use by both public and specialized audiences.

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Additional Details

Legal Name: RANA International Inc

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Services

• Educational Studies And Analyses
• Facilitation Skills Training

  FACILITATION 1, 2 AND 3 ACCREDITATION PROGRAM Objective To provide client organizations with skilled and accredited work session facilitators able to conduct a broad range of work sessions. Background Many organizations today experience the need for expert facilitation, using processes that are more adapted to current realities and challenges. The facilitator might just as well lead a group through the development of a strategy as through the establishment of a team, as through risk management decision making. The basis principles remains the same:

  separation of the method used from the content of the session, strict delineation of roles, and the use of both creative and logical processes. How It Works RANA For Facilitation 1 Processes, Techniques and Logistics, provides the client with a skilled facilitator using basic tools to assist groups with tasks;

  For Facilitation 2 Process Management and Intervention, provides the client organization with advanced facilitators to lead large-scale interventions in an organization or community, involving such global processes as Change Management, Stakeholder Consultation or Strategic Planning;

  Facilitation 3 Practicum Studies, provides the client organization with a completely professional facilitator who has been tested in the place of work, and mentored and coached as required. Benefits Measures and validates the skills of the new and experienced facilitator;

  Provides the knowledge, skills and motivation to exercise the trade well;

  Focuses on skills and the facilitators performance of those skills;

  Transfers and reinforces the values and ethics of the professional facilitator;

  Builds on the facilitators personality to develop a personal facilitation style;

  Builds in the fundamental concept of continuous improvement;

  Provides linkages to best practices across the world.

• Gold Standard Training

  THE GOLD STANDARD FOR MODELLING, COACHING AND MENTORING Objective To help senior management model, coach and mentor a corporate culture that sustains and creates a productive working environment in which individual people can flourish. Background Organizations dont usually set up individual people for their best behaviour. In fact, most people working in an organization dont know how to behave with another. Theyll discount another person, they wont listen to what others are saying, they wont connect with the other person in thought or emotion. Often, they wont even extend basic respect. While they may be smart, sometimes brilliant intellectually, they lack the basic ability to connect emotionally with those around them. How It Works RANA Orients successive layers of management to the Gold Standard, a model for behaving individually and as a team to ensure positive behaviours in the work place;

  Trains an in-house team to carry on the process, mentoring and coaching its members in the gradual spread of the Gold Standard throughout the organization;

  Moves down through the organization, replicating mentoring and modeling and renewing productivity, level by level. Benefits Provides the senior team with clear and replicable standards of behaviour;

  Gives managers in the organization clear expectations on their role;

  Increases individual motivation, loyalty and bottom- line orientation;

  Increases understanding of how senior modeling impacts on the organization;

  Frames continuous improvement in a real and measurable way;

  Changes the organization into a community of interest and a model employer;

  Places emphasis on values, beliefs and organizational culture.

• Integrated Risk Management

  INTEGRATED RISK MANAGEMENT Objective To provide client organizations with a framework for making risked-based decisions. Background Most organizations are faced with making decisions that involve managing risk. These range from committing dollars for new product development, to deciding on a particular business direction, to dealing with the hazards employees face in the place of work. The quality of the risk decision is important, not only because of the need to make the best use of resources, but also because of the obligation to assure the organization, its employees and its clients that the business is not being jeopardized by a course of action. How It Works RANA Works with the senior level of the organization to prepare the commitment framework for introducing risk-based decision making;

  Establishes and trains the Risk Management Team, charged with implementing risk management decision making in the organization;

  Mentors and coaches the organization through implementation and monitors the movement towards the change in culture needed to support effective risk management decision making. Benefits Provides a visible and consistent process for making decisions involving risk;

  Helps decision makers show due diligence to the organization and its clients;

  Creates the expectation that decisions are well thought out and documented;

  Helps accelerate implementation of decision by anticipating hazards;

  Creates a culture of in-depth decision making and allows for emergencies;

  Involves stakeholders in the risk decision to participate in a meaningful way;

  Fosters the development of best practices in decision making.

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