About Us

Executive Summary

Industrial psychologists do an outstanding job with employee profiling through personality assessments.  Additionally, trainers perform admirably while conducting seminars.  However, the leaders and trainers at The Loar Group, Inc., maintain that even though these are very important events in an employee’s career, there is an additional phase that must be fulfilled to complete the equation.  This missing link is not usually provided by other management training companies and, even if this “missing link” is offered by others, we are absolutely positive that we can out-perform them.  What is it?  It is a follow-on commitment by the developer who conducts the workshop.  We believe in development, not just training.

 Research shows that a trainee’s knowledge and performance increase during the training but returns to the pre-training levels shortly thereafter.  This means that the organization who sent the trainee fails to receive a sizeable return on their investment unless the trainee is held accountable for the application of the content from the workshop.  This is where The Loar Group, Inc. becomes a valuable asset to your organization.  You can get the details under the next main heading – distinctive competence.

 Before you continue, allow us to thank you for considering our firm as an outsource for your Human Relations Department.  If we can answer any questions concerning our services, please feel free to contact us.

 Distinctive Competence

 Management Development through leadership workshops and coaching interactions by highly skilled trainers provides clients with the skills to become outstanding leaders.  Our commitment to a follow-on work agreement after the workshop or coaching ends is what sets us apart from other management training companies.  Your trainer will avail himself or herself through email and/or telephone to each client for three months, Monday through Saturday, 7 AM – 7PM following the development workshops/coaching stint.  We wish to establish our role as the manager’s “development-mentor.”