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Expert has developed a general seminar that can be contracted for and presented to employee groups as a "prevention" strategy for organizations that wish to educate their employees regarding their organization's high expectations for ethical practice, and to protect the organization from litigation or EEOC charges that could stem from employee performance/ behavior. Expert can also provide consulting on ethical matters or breaches that have already occurred when the organization wishes to contain the matter and determine a course or strategy for corrective action.

He is an expert in business management and can provide advice and consulting in this wide arena. As senior management decides the strategic decisions and directions it wishes the company to pursue, Expert can provide insight on the probable impact that the strategic decisions will have on employees and how to maximize or facilitate employee acceptance. He can help senior management develop itself, as well as identify and develop middle and entry level managers.

Expert is an expert in several human resource areas. He can provide assistance in executive and manager level search assignment (head hunting), developing customized policy and procedure manuals, developing job descriptions (classification assignments), performance appraisal systems development, conducting wage and salary surveys, and developing compensation plans.

He is a certified mediator and can provide conflict resolution assistance. The emphasis of his consulting is on reconciliation and the avoidance of litigation. He also structures terminations so as to avoid wrongful discharge legal action and employee-related violence. Structuring terminations is a relatively new arena for consulting. Employees that are not performing (for a variety of reasons) need to be "managed" back to a status of "in good standing" or "managed" out of the organization. The legal environment is a minefield for the organization that is ill-equipped or inexperienced. Employees need to be managed so that they are fired up to do an effective and excellent job or they need to be fired out so that someone else can be placed in the job, assuring that the job gets done. Expert is very experienced in counseling employees who are not in good standing to get back in good standing or in structuring their termination so that there is little exposure to the ill effects of terminating an employee badly. The ill effects include: wrongful discharge legal action, EEOC charges, employee violence, and bad public relations resulting from the execution of an employee that has bad-mouthed the organization.

He can assist management in its strategic decision making in a variety of ways. Senior management always has the authority to decide "what" the organization should do or the direction it should go. Very often the "how" or implementation strategy needs to be further developed. Expert can assist in both the "what" and "how" decisions.

Considerations of employee resistance / cooperation must be factored into all decisions and Expert is an expert at assessing and predicting employee behavior.

He can assist an organization develop talent at all levels through mentorship. Formal or structured mentorship involves individual and group training, as well as individual relationship building. Mentoring should help organizations retain good employees who would otherwise be recruited away.

Expert can assist clients develop consistency and continuity between its operations, its human resource systems, and its culture. Too often organizations make changes in operations through reorganization and fail to anticipate or even recognize how the organization's culture will come into play relative to the planned change or changes. Organizations can have inherent discontinuities like prizing teamwork and cooperation, but design work processes so that they are independent. These realities actually encourage the opposite of cooperation. Expert can provide assistance in avoiding these disconnects.

Expert can assist organizations develop structured policies and procedures. Without structure in personnel and work processes, employees must rely on individual experience, individual work ethic, and mood, which produce an unreliable product or outcome. Many organizations are developed by entrepreneurs, and as they grow, they require structure to be imposed or there is a crisis of leadership. The entrepreneur hates structure but it is required if the organization is to survive and thrive. He can provide the structure of procedures so as to avoid the failure emanating from the crisis of leadership.

As a behavioral psychologist, he understands individual and team oriented behavior and performance. Because teams are complex emotional entities they require much attention to establish, to grow, and to maintain. Effective teams do not just happen. Expert can conduct training on team building as well as providing consulting on problems or conflicts relating to team performance.


Expert was called into a situation where a company's Chief Operating Officer alleged, to the Board of Directors, that the Chief Executive Officer perpetrated sexual misconduct and general harassment against her. Expert was asked to investigate the allegations, and make a report with recommendations for corrective action.He consulted with a client when an employee was alleged to have misused municipal equipment and municipal staff. Expert assisted the City Manager by suggesting the appropriate reaction to the situation.A British firm wished to penetrate the U.S. market and base operations in the Kansas City Metro area. LMAG was hired to recruit and present qualified applicants for a variety of positions including Executive General Manager, CFO, CIO, three IT personnel, 23 customer service reps, a receptionist, and a general administrative assistant.