Robert Taylor Associates is a management consulting firm concentrating on organizational / systems analysis and management development activities. The scope of the firm's activities within these two principal areas is rather broadly defined and includes empirical organization assessment; evaluation of internal corporate systems; assessing corporate strategic focus, cultures and competencies; evaluating employee attitudes, opinions and beliefs; helping managers better understand how they are perceived by others and working with them to develop more appropriate management practices; and helping organizations better understand their level of customer service and how well they attend to the needs of their customers, both internal and external. Additional services recently provided include economic analyses of pricing decisions and analyzing marketing research data.

Robert Taylor & Associates has been actively engaged in management consulting for more than thirty years. Many of the clients are Fortune 500 companies. Additional significant practice clients include several major retail organizations, hospitals and the U.S. Government. The Firm has frequently collaborated with other major consulting organizations on a number of engagements.

Particular emphasis for the Firm is found in:

Strategic focus, environmental scanning, long-range planning, assessment of enduring corporate strengths and weaknesses, corporate culture, and executive team building.

Engagements on these issues are initiated at the top of an organization and most participants are upper level management. Outcomes are characterized as realizable over the long-term, generally three years and beyond. The focus of the process is to help the organization better cope with rapidly changing social / political / environmental / competitive environments. Issues here may include: 1) expansion and contraction of the enterprise, 2) development and penetration of new, and perhaps, global markets, 3) competitive strategies based upon core corporate competencies, 4) top down initiative for a new corporate priority such as excellence in customer service, 5) corporate reorganization, 6) corporate mission, values and cultures, and modifications necessary for a successful future, and 7) a new management system with new priorities and incentives.

Development of more effective management behaviors and practices.

These engagements help managers within the organization better understand how their behavior impacts on others with whom they work and how they can constructively work toward a more effective management style. Engagements in this area recognize that, for many organizations, increased productivity and responsibility within the management ranks offer significant potential for improved profitability. In some cases managers may be expected to take on more subordinates and assume a greater span of control, thus requiring fewer managers within the company. In others, managers have received little in the way of management and leadership training and are not particularly well qualified. Some organizations are finding that complex problems are best dealt with by teams and committees and many managers have not learned how to be effective team players.
© Robert Taylor Associates, 2008