Responsive Management Systems^® is an organizational development firm specializing in line-level and mid-level leader development and team performance training and troubleshooting (Clients & Industries Served).  Richard L. Baron, founder of Responsive Management Systems^®, has 36 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) 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 applied learning opportunities to leaders in the profit and non-profit sectors nationally (Clients & Industries Served).  These consultation and learning activities have focused on management-employee collaboration strategies, practical performance evaluation and quality measurement, rebuilding work teams, employee and organizational performance assessment, training needs assessment, and organizational quality improvement strategies.  He conducts 150 days of skills-based learning, conflict intervention, project facilitation and team refocusing a year.  The applied 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 Prompt^® 2006.  An "icebreaker" quote kit used to make name tents for activity participants titled In Other Words^® (1995, 2003) is also a favorite.   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, 2008), the Responsive Employment Assessment and Profile (1987), I.D.E.A.S.^® (1992), and Connections^® (2002.  All of these survey instruments and work-group brainstorming processes (Think Improvement^®, 2004) are used to assess, monitor, and develop management, employee and organizational efficiency and effectiveness.   In 1993, he formally introduced the 70% effective Life-Line^™ designed to intervene with small non-productive and sometimes destructive work groups.

Other products that have been under continuous development:  Quality Assurance System Design and Implementation (1996, 2002), designed to jump-start an organization-wide quality assurance management-information system; Periodic Performance 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: Line-Level Leadership^® Public Seminars for leaders in engineering, technical, financial and clinical fields (see Trainings).

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Consultant Profile

Richard L. Baron
Responsive Management Systems^®

PHILOSOPHY STATEMENT AND APPROACH

Responsive Management Systems^® "creates productive and preferred work environments" by developing Excellence in line-level and mid-level leaders.  Dick uses applied research-based methods for significantly improving one-to-one and team performance management.

AREAS OF EXPERTISE

EXPERIENCE/SELECTED PROJECTS

(Provided upon request)

EDUCATION/TRAINING/PROFESSIONAL ASSOCIATIONS

(CV provided upon request)