From: MSOD@aol.com
Sent: Sunday, August 25, 1996 4:45 PM
Taylor-Nelson started in 1987 as a mom & pop consulting and training store. Martin Nelson and
Nancy Taylor have over fifty years of combined executive level human resource management
experience met at the Pepperdine graduate school of Organization Development and set out
together to help local government get their organizational, technical and human relationship needs
met utilizing advanced behavioral science technology.
After ten years Taylor-Nelson is still a mom & pop consulting and training store. We pride our selves in customizing people enriching services to each of our clients. In most cases we become part of the client's extended family, offering an 800 telephone number so we can be reached day and night.
We have been driven by two objectives:
 | only work with people we like and |
| always bring at least one new piece of Organization Development technology to each and every client. |
Because of this we have had very good and extended relationships with a number of local government clients, AND we have acquired an enormous human resource development / organization development tool-kit.
The generic name of our work is Socio-Technical-Systems. Through "human engineering" steeped in the most advanced learnings from the behavioral sciences, we assist the technical side of any endeavor to fully comport with the human side and vice-versa.
Our expertise is in uncovering the hidden informal rules in an organization and in changing them when they are dysfunctional.
We also specialize in improving adversarial relationships, especially labor-management relationships.
We teach, coach and facilitate all the required subjects to make labor-management cooperation programs succeed, everything from Total Quality Management to Quality of Work Life to Interest Based Negotiations.
Some of our accomplishments include:
| Converting a major urban Fire Department to a Participative Management culture following many years of acrimonious battles and a lengthy strike. |
| Converting a medium size Police Department to a Participative Management Culture after a vote of no-confidence and other dysfunctional rendings. |
| Converting a 600 person Probation Department in one of the largest US counties to a participative management culture. |
| Assisting a large California County implement a major new county-wide financial accounting system through employee involvement and training. |
| Setting up and running a major management academy for one of the largest Southwestern Cities. |
| Supplement the Industrial Engineering efficiency studies for three large projects in San Diego County. |
| Conducting team building and facilitation projects for elected officials from over thirty cities and counties. |
| Helped reinvent the Orange County Personnel Department. |
| Teach Facilitation skills and Team Building at the University of California, advanced law enforcement management for August Vulmer University and Alternate Dispute Resolution and Participative Management through California Board of Corrections. |
| Converting two of the largest San Francisco Bay Area Transit Companies (AC & BART) to a participative management culture. |
| Converting a water utility in San Diego to a labor-management partnership. |
| Will be assisting a large San Joaquin Valley law enforcement agency to do strategic planning. |
Taylor-Nelson is committed to achieving increases in organizational productivity through increased human commitment, usually through building labor-management partnerships.
Our ultimate objective is to cause a context where change, learning and growth is encouraged and engaged; human power and commitment is sought and achieved.
Well that should be good for starters. We adopted the AOL MSOD handle years ago when we
were first starting out. It has caused some nice notes from folks wanting to connect with classmates.
Martin Nelson & Nancy Taylor
