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He looks at organizations in a holistic manner. People and processes are intermingled and one can have detrimental affects on the other. Changing processes can be disastrous if the people are not capable of adjusting to the new methods. While good people can not only adapt they, in many cases, institute positive improvements to processes without hesitation.

By placing the right people in the right jobs the individual can flourish and in many instances far exceed the expectations of the organization. Human inefficiency is the result of poor hiring practices coupled with ill conceived processes. Human efficiency is enhanced by re-designing processes to remove the obstacles keeping people from achieving success.

The success of organizations rests on the shoulders of its' human resources. People are important to every aspect of an organization and intelligent organizations put a great deal of effort into finding and hiring the right people.

Organizational redesign is used to improve the processes of an organization to facilitate the work flow. People either help or hinder the work flow and by redesigning the organization unnecessary people can be moved into more productive roles. In many situations the organizations design occurred more by accident than by plan. An organizational redesign puts thought into how work should be handled so the work flow resistance can be reduced.

Every organization behaves in a manner comfortable for it, but quite often the behavior is quite different from how the organization defines itself. Another often found gap is between how an organization says it behaves and how it actually behaves. In privately held organizations it is not uncommon to find that all decisions are made with uncertainty until they are blessed by the owner. Yet the owner may describe an organization where upper management performs independently.


He has helped a number of law firms examine their processes and either modify or develop new processes to improve the work flow. He regularly assesses hundreds of potential job candidates to identify emotional quotient and match the right person to the right job. Clients claim that his reports are accurate 9 out of 10 timesHe has provided assistance in developing lean manufacturing in a number of industries including aerospace, knitting, pharmaceutical, and welding shops.By using his Management Feedback System he has helped resolve issues within days that two partners had been working to resolve for over 5 years. The MFS is a combination of a 360 evaluation combined with a coaching report on the individual.