Consulting to Achieve Organization Change 

Consulting to achieve organization change ranges from guiding an organization through a large system change over many months to providing individual executive or employee coaching as needed either in person or on the phone.

Change may be the result of the introduction of a new accounting or enterprise system, a new leader, a merger or acquisition, downsizing, a new service or customer base, a change in direction or change in management style or philosophy. 

Our work is heavily value loaded, systemic and grounded in the fundamentals of behavioral science. Our underlying assumption is that most people want to do the right things, are willing to change and seek meaning in their work. We believe organization conditions such as structure, relationships, rewards, dialogue skills and leadership can be changed to unleash human potential, break down artificial boundaries and energize higher levels of productivity,  human spirit and commitment.

We further believe that it is no more difficult to cause organizational change when there is an influential labor organization present.  Indeed, in some instances we have found it is easier to achieve permanent change when there is a powerful labor organization supporting the change.

We place considerable emphasis on uncovering information about the organization's unofficial rules, informal networks, the issues not discussed and the powerful organizational norms that influence organizational health, readiness for change and imbedded levels of resistance.

We believe we should help the organization achieve the largest change in the most reasonable amount of time and for that reason usually suggest a future search approach to strategic planning, roles and responsibility charting and performance contracts.

In highly turbulent environments we work to achieve stability before satisfaction. We work through the three states of change, placing particular emphasis on the middle state when the organization is not what it was, but has not yet fully become what it wants to be.

Some of the tools, approaches and technology we use:

•  Norms Mapping (discovering the unwritten rules)
•  Job redesign workshops  
•  Appreciative Inquiry
•  Confrontation Meetings 
•  Team Building
•  Process mapping and evaluation
•  Visioning
•  Training
•  Coaching governing boards, managers & employees
•  Strategic planning
•  HR and other system changes
•  Restructuring advice & technology
•  Labor-Management partnerships
•  Open space meetings
•  Electronic Meeting facilitation
•  Town hall and community meetings
•  Training of trainers
•  Behavioral preference and style identification
•  Future Search
•  Partnerships (management, employee and customers)
•  Alternative dispute Resolution techniques
•  Polarity Management

 Nancy Taylor brings a big picture perspective grounded with in-depth introspection and planfulness with a bias toward changing behavior in organizations. She is a professional adult trainer having trained over 10,000 people in the past twenty years. Since 1982 Nancy has been doing organizational consulting, completing the Pepperdine Masters in Science in Organization Development and forming Taylor-NelsonLLC in 1987. A native of Belleville, Illinois, Nancy brings a strong mid-western work ethic (Knox College 1975) and values to the client. She has been a Human Resource Development Executive to two large organizations (each with over 15,000 employees) and for a South West Council of Governments thereby combining a strong combination of academic knowledge and practical application. Executives chose Nancy as their personal coach due to her maturity, wisdom, listening and interpersonal communication skills. 

 Martin Nelson brings a big picture perspective with a bias toward changing organization structure, a vast array of possible new alternatives for clients to choose from, and an extraordinary sense of energy and positiveness. A native of the San Francisco Bay Area, Martin has been the Human Resource chief for a variety of organizations, beginning his career with the IBM corporation and later serving as Plant Employee Relations Manager for Libby, McNeill and Libby. He graduated from the University of California, Berkeley, studied labor relations at Cornell University, completed the Stanford Executive Program for Organization Change and the Pepperdine Graduate School of Business, Masters in Organization Development before joining Nancy Taylor in forming Taylor-Nelson LLC in 1987.  His extensive experience is with cutting edge organization issues, large system change, work analysis, Human Resource Management and positive employee relations.

Contact Taylor-Nelson

Taylor-Nelson

5042 Woodman Ave.

Riverside, Ca 92506

800-788-8471

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