ROBERT L. (BOB) LARKIN, JR.

**** ***** ***** **., ****, FL 32571 tel: +1-850-***-**** e-mail: adupk8@r.postjobfree.com

SUMMARY

Business Executive and Management Consultant with strong record leading organizations to superior business results. Broad based experience and skills in Business Strategy Setting and Execution; Organization Change: Design and Execution; Work Simplification; and Employee Relations. Proven leadership across Marketing, Finance, Sales, Engineering, Manufacturing, Purchasing, and Logistics. Noted strengths include leadership, collaboration, leveraging functional mastery, growing organizational capability and being in touch. Valued Executive Coach.

RELEVANT ACCOMPLISHMENTS

Executive Coach

Teaching leadership classes based on individual participant’s personal values. Participants consistently tell me it’s the best training they have ever received!

Assisting clients establish personal/business/life goals in one to one coaching

Developed true global leadership team through regular member interactions, executive coaching president and vice presidents, and balancing functional, regional and global components.

Personal executive coach, utilizing 360º feedback, individual discussion and self assessment of root causes inside and outside Procter & Gamble. Planned and tracked individual improvements.

Created and deployed Personal Development Planning package, plant standard for personal development, career and personal improvement planning and execution.

Business Strategy Setting and Execution

Owned and led global/regional strategy development/deployment processes. Generated common focus for all employees, creating new spirit of pride and passion.

Co-led with president world-wide deployment, entrenching and tracking sub-systems, globally driving scale. Consistently drove employee work plans, integrating and validating plans with business strategies. Work plan compliance increased from 48% to 93%.

Efforts turned business around in 3 years, achieving 125 volume and 137sales indexes, 1.6% overhead reduction, and 145 profit index. Held headcount flat, management turnover 4% (target 8%), transfers out 7% (target 11%), and reduced expatriates by 28%.

Made relationship with manager a priority, set up trainings and tracking systems raising survey scores on overall “manager as partner” from 70 to 73% satisfied, and “my manager values my contributions” from 71 to 81%.

Co-led the establishment of the leadership manual for P&G Supply Chain professionals and traveled the world doing this training.

Organization Change, Design, and Execution

Integrated global business re-organization efforts against business objectives. Achieved true synergy across 10 pilot programs, improving overall effectiveness. Communicated processes to CEO. Business widely recognized as leader and ideal model.

Established strong team of worldwide HR business professionals, focused on global business priorities. Clarified objectives and roles. Led HR team implementing organizational capability and restructuring work within each region. Aligned on objectives, unified approach, increased knowledge transfer, dramatically increased satisfaction survey scores, and internal executive satisfaction.

Co-led company wide process reducing accounts receivable, resulting in 50%+ improvement in customer service results.

Co-led development and deployment of business equity.

Consulted with Soap & Detergent Association, non-government organization. Completed rapid organizational assessment and fed results and recommendations to hierarchy. Provided ongoing coaching to executive director.

Implemented Total Quality through strategy design/deployment, teaching/leading process improvement teams. Provided base for cost reductions that more than off-set inflation.

Across corporate global manufacturing, led leadership redesign work under umbrella of Total Productive Maintenance and High Performing Work Systems. Implemented processes, defined leadership responsibilities and behaviors, developed training materials and success measures and facilitated training. Led world-wide reapplication.

Employee Relations

Rebuilt performance calibration process for all Marketing resources within global sector, increasing understanding process execution with more consistent calibration, achieving global alignment to results with reduced effort.

Led corporate staffing reduction strategy for sector manufacturing, resulting in 12% staffing reduction. Consulted on MRPII prototypes increasing effectiveness of sales/production planning and business strategy development/deployment.

PROFESSIONAL EXPERIENCE

Robert L. Larkin Jr., Consulting, LLC, Pensacola FL 2009 – present

Doing individual personal executive coaching: helping people establish goals and plans for business and life.

Academy Leadership, Pensacola FL 2009 – 2021

Teaching a three day Leadership Excellence Course based on participant personal values and expectations.

University of West Florida, Pensacola FL 2009 – 2011

Guest lecturer: leadership and ethics

The Procter & Gamble Company, Cincinnati OH 1980 - 2008

Human Resource Vice President / Director, (2004 – 2008)

Led organizational change and HR function for 16,000 people in 154 countries on $18+B global Fabric Care business.

Human Resource Manager and Associate Director, (1997 – 2003)

Led organization change and managed employee relations in the North American Laundry business, the largest regional sector in the company.

Organizational Excellence Manager, (1995 – 1997)

Leader in the world-wide effort to increase Organizational Capability in global manufacturing through utilizing the technologies of Total Productive Maintenance (TPM), High Performance Work Systems and Process Reliability targeting a 50% plus productivity improvement.

High Performance Work Systems Manager/ Total Quality Manager, (1990-1995)

Led organization redesign efforts in plants and staff groups in support of Organization Capability Strategy in the 2500 person Food and Beverage Product Supply during the first profit making years. Implemented Total Quality Management and associated tools/techniques across the same organization and the company.

Total Quality/Organization Development Manager, (1983 – 1990) in two plants

Led multiple organization design and transition efforts, including a start-up of a new product module and a plant-wide management system redesign at the 1200 person Jackson, TN plant. Led the organization development and human resource development efforts at the Green Bay, WI. Pulp Mill, including the productivity direction and execution in the five year master plan.

Process Engineer/Team Manager, (1980 – 1983)

Responsible for safety, quality, production, and cost of pulp mill on one of four rotating shifts.

United States Marine Corps Naval Aviator 1973-1980

TA-4 and T-39 Instructor Pilot, Standardization Officer, (1979 – 1980)

F-4 Fighter Pilot, Maintenance/Material Control, Quality Control Officer, Embarkation Officer, (1976 – 1979)

EDUCATION

University of Southern California, Los Angeles, CA. U. S. Naval Academy, Annapolis, MD.

MS, Organization Development, 1980 BS, Analytical Management/General Engineering, 1973

CERTIFICATIONS/PROFESSIONAL DEVELOPMENT

Leadership Instructor at Academy Leadership

Executive Coach, certified by Lee Hecht Harrison

Total Productive Maintenance Instructor, certified by Japanese Institute of Plant Maintenance

Investment in Excellence Instructor, certified by Pacific Institute

Facilitated and led High Performance Work Systems, Total Productive Maintenance, Total Quality Leadership, Work Process Change, and Creating Highly Effective Teams

Airline Transport Pilot certified by the FAA

COMMUNITY INVOLVEMENT

International Adoption Center, Cincinnati Children’s Hospital, Start-up Board Chairman

Cincinnati Speech and Hearing Center, Board Member

Warren County United Way, Board Member and Allocations Sub-committee Chair

American Cancer Society and CanSurmount, Volunteer Counselor

Center for the Prevention of Child Abuse, Volunteer Counselor

Prisoner Release Re-entry Program, Chairman

Visitor: Hospice for veterans

My Leadership Philosophy

Leadership, very simply, means

• Know yourself.

• Know your people.

• Know your stuff.

I have written this statement so that you and I can best align and understand each other.

1. I know that you want to feel important. My job is to make you see that you are.

2. You and I will treat each other and other people with respect.

3. I value the contributions all team members can make. You have your own perspective and thought process. All together, we can do the best work.

4. I believe that common objectives drive results. When everyone in the organization/on the team operates toward the same objective, we dramatically increase the probability of success and the fun we have working together.

5. I believe that the higher the goal, the better the alignment and energy. When we hold the goal as truly important, we will exert more energy against it.

6. I will focus on the objectives and desired outcomes. While the process matters, the outcomes matter more.

7. Together you and I will define mutual support and together we will ensure it happens.

8. Finally, I believe that loyalty to the team and its purpose is what holds the team together.

I take pride in what I do and who I am. I am a champion for my people. I take care of you as you choose to be taken care of (platinum rule). It is the most important thing I can do. We each bring a unique set of skills and thought processes. We need all these skills to excel. I coach people actively and consistently. I strive to be warm, initiating, and creative in my efforts.

Complaining does not add value like thinking through solutions does. I value candor and I have great difficulty with cynicism. It drains energy, it just isn’t funny, and there is always some hidden truth underlying, so let’s simply deal with that truth. I believe that a positive orientation leads to high performance.

When we speak authentically we mean what we say and our words are based on self-awareness. I show vulnerability and fallibility so I need your help to constantly improve. I offer the same in return. This authenticity also involves a courageous facing of difficult truths, deep knowledge of self, genuineness, and avoidance of self-deception. You and I will fulfill the mission with honest, genuine understanding and effort.

You can expect me to focus on the business and the people, not myself. I expect that same level of focus from you. I use inquiry versus a drive for closure. I listen, and I expect the same from you. I use work planning and other such tools to mechanize our work and tasks, and to align them against the common objective.

I am "at cause" vs. "at effect". I look for ways to fix issues rather than looking for blame.

I look to lead solutions to change the world.

We are best when we focus on the customer/client and not on ourselves or on our own internal processes, so we need to know what are the concerns and abilities and weaknesses of our customers. You and I need to get out of our offices and see these customers to understand them.

My commitment to you is to seek feedback regularly and to secure your willingness to give and to receive it. When you see something that does not appear to match all the above, I expect that you will offer your thoughts to me in a timely manner.

In summary, achieving the culture we want is all of our responsibility. We need to continually seek to enhance it.

Robert L. Larkin, Jr.

October 15, 2022

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