Responsive Management Systems^™ is an organizational development firm specializing in Line-Level Leader and Line-Level Team performance training and troubleshooting (Clients & Industries Served).  Richard L. Baron, founder of Responsive Management Systems, has 32 years of supervision, management and consultation experience. His research in the areas of management training and organizational change and development has been presented (video clip) at professional conferences nationally and published in professional journals.

Since starting Responsive Management Systems^™ in 1985 (Product Design & Development History), Mr. Baron has provided integrated leadership consultation and learning opportunities to publicly and privately held businesses and organizations nationally (Clients & Industries Served).  These consultation and training activities have focused on management-employee collaboration strategies, practical performance evaluation and quality measurement, rebuilding work teams, assessment of employee and organizational performance, consumer responsiveness, staff and training needs assessment, and organizational quality and performance improvement strategies.  He conducts 150 days of skills-based learning, conflict intervention, project facilitation and team refocusing a year.  The instructional methodology for learning includes didactic instruction (30%), live behavioral modeling of skills (35%), and participant rehearsal with instructional feedback (35%).

Mr. Baron has developed specialized participant Learning Aids to enhance and encourage the application of consulting, coaching or training information at the participant's work-site.  The most popular is a mini-manual titled Skill Check^™. (1994, 1997, 2000, 2002, 2005, 2008) and the Pocket Prompts^™ 2006.  An "icebreaker" quote kit used to make name tents for training participants titled In Other Words^™ (1995, 2003) has also been produced.   In addition, he has developed, administered and coached a number of employee and organizational assessment instruments and processes including Responsive Management: S^3™: Leadership Development Survey (1986, 2003, 2006), the Responsive Employment Assessment and Profile (1987), I.D.E.A.S.^™ (1992), and Connections^™ (2002), designed to structure the work-group leader and team activities toward successful completion of a project phase.   These survey instruments and work-group brainstorming processes (Think Improvement, 2004) are used to assess, plan, and monitor management, employee and organizational efficiency and effectiveness.   In 1993, he formally introduced the 70% effective Leader-Focused Reteaming^™ designed to intervene with small non-productive and sometimes destructive work groups.

Other products that have been under development for several years:  Quality Assurance System Design and Implementation (1996, 2002), designed to jump-start an organization-wide quality assurance management-information system; Periodic Performance Resource Review (2005) procedures to improve employee performance reviews; Guidelines for Positive and Negative Corrective Action (2001); and, semi-annual presentation of open enrollment Responsive Management^™ Public Seminars for engineering, technical, and clinical supervisors and managers (see Trainings).

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Consultant Profile

Richard L. Baron
Responsive Management Systems^™

PHILOSOPHY STATEMENT AND APPROACH

Responsive Management Systems™ develops Excellence in Line-Level Leaders.  Dick uses applied research-based methods for significantly improving one-to-one/team performance management and communication skills.

AREAS OF EXPERTISE

EXPERIENCE/SELECTED PROJECTS

(Provided upon request.)

EDUCATION/TRAINING/PROFESSIONAL ASSOCIATIONS

SELECTED CLIENTS

Rev:  08/04/08