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Morgan Management Consulting
finds new ways of excelling.
Coaching brings out your individual
brilliance and helps you stay on
the fast track. Consulting builds
teamwork and profitability.

Data Pro Surveys
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makes hard decisions easy.

Resources

Do you know where your company is going? What will your business be like in two years? Will you be closer to realizing your vision? The best way to predict the future is to create it. Could your company be more focused? Could your workforce be more committed? Could you be more effective? Could your company be more successful? One sure-fire way to impact your company's future is to practice.

Leadership by Objectives

Leadership by Objectives applies extensive research and experiential findings into a systematic combination of activities designed to energize and transform organizations. Lack of information is not the problem. Hundreds of valuable books, articles, and Internet documents are available. Executives are flooded with internal documents and professional publications. Between the Wall Street Journal, New York Times, and local newspapers, there is precious little time for information consumption. It is not uncommon for a person to have several email accounts to manage the flood of messages. Time truly is your most precious commodity. Consider the actual cost of reading a management book. The value of your time, as established by your organization, includes the cost of benefits, equipment, supplies, phone service, office space, etc. When you add it all together, your time comes at a high price. It takes time to read, capture, and apply concepts presented in a book. LBO leverages the available expertise and knowledge. As executive coaches and organizational consultants, we can save your time by reviewing and applying organizational insights to the human side of your business.

To keep this manual short, I did not follow academic standards with numerous footnotes and extensive references. When necessary, I included references within the text. I gave credit for ideas in my own academically substandard way. The material may seem disjointed at first, because I didn’t always develop relationships and links between the numerous concepts that are combined in Leadership by Objectives. What follows is a document of less than 20 pages that would require 300 pages if written in a traditional style. I tried to hit the high points, and include enough information for a reader to find the source and read further, if needed. I wrote the way I want to have information given to me. I hope this works for you.

Leadership by Objectives is about managing people. It is not about technology. It is about making people capable of joint performance, about making their strengths effective and their weaknesses irrelevant. An organization is the knowledge, capabilities, and relationships of its people. In today’s world, the challenge of management is to maximize each worker’s focus and effort. The knowledge worker is a new breed, whose tasks include interpretation, translation and problemsolving—the use of gray matter more than muscles. Knowledge workers value their knowledge, competence, recognition and prestige more than their jobs. This new breed of worker is motivated by pride, feelings of accomplishment, and professional relationships. Employee engagement is what matters. When asked, “What is your business?” most executives will answer by describing what they produce or some outcome of their work. Peter Drucker says, “You are all wrong. Your business is simply the developing and growing of people. You can’t deliver a good service without trained and committed people. You package it in different ways to meet the needs of your customers. And that is your basic business.”

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