Driving Organizational Performance

Introduction

My first experience with dynamic organizational performance was in the summer of 1980. I was a young manager in a Fortune 100 business and the company president was a former US Marine Officer. He knew something about leading and motivating employees. I loved it when he brought the senior management team together, gave us four key monthly objectives and told us… “Achieve the objectives and I will pay you more money, don’t hit them and I will find new leaders”.  Four months later 25% of the team was gone. Failure was not an option. He set the course for my professional career.

After several years working directly for him , I joined a consulting firm who specialized in organizational performance (no, I wasn’t fired!).  The firm’s senior partner coincidentally was also a former Marine, entrepreneur, and an amazing consultant. After rising to Vice President and Partner in five years, I decided to start my own firm. The Muller Group, Inc., was formed in 1988.  Twenty-two year’s, hundreds of clients – large and small, and thousands of senior mangers trained, we are still hard at it.

However, my frustration level regarding what I have been seeing for the last ten years or so has reached the point where some semblance of sanity has to be regained. Many organizations and businesses seem to be on the extremes of the continuum relative to driving organizational performance. They are either in the Stone Age, or they embrace every exotic new program, a litany of acronyms, and develop a corporate speak that sounds cool around the conference table… none of which does a thing to motivate the troops to higher ground.

In the weeks ahead, this blog will be a vehicle to cut through the corporate fog and mumbo-jumbo… and get to the real issues and actions that truly drive your people and your business performance. The conversation will center on defining, measuring, pursuing, and rewarding organizational performance.  Real examples, real solutions. My intent is to post twice a week, and tweet when the mood strikes. I hope you will join me. I promise it will be refreshing, direct, occasionally provocative, and ultimately profitable.

If you find the blog or tweets of value, I would appreciate you sharing with your friends and business associates.

Thanks,

Karl F. Muller

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About Karl F. Muller

Specializing in driving Organizational Performance to new levels. Utilizing a tactical and focused four (4) part strategy to engage all employees in the pursuit and achievement of performance and real financial results. Applicable to manufacturing, service, distribution and corporate services groups. We have worked throughout North America with businesses and facilities ranging from 50 to 5,000 employees, union/non-union. Define... Measure... Pursue... Reward. Celebrating our 30th year. 200 public speaking engagements, 5,500 senior managers trained, 700 organizations assessed. We are serious, tactical, focused. No fancy corporate speak, no blue suits. Just Results. The Muller Group, Inc.
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