PDR’s Genesis

Dr. Stuart Rose, to provide relationship-based training to design professionals, formed Professional Development Resources Inc. in 1975.  As professional-client diagnostics are rarely included in formal university education, the initial effort was the creation of “The Mandeville Techniques.”  The process quickly became a key factor in improving the marketing success of hundreds of firms.

“Mandeville” was initially designed for initial meetings between a professional and a prospective new client.  Eventually, professionals asked how they might meet new clients at an earlier time, so they could develop their relationships more fully.  And they asked how their initial Mandeville meeting should be followed.  Those requests led to programs for finding early leads, and processes for conducting continuing meetings, and ways to write proposals and create presentations that gain client acceptance.

During the 1980s, entire markets – such as hospital construction, highways, hazardous waste treatment, etc. – waxed and waned.  The key to success for a firm rested on its ability to identify growth markets … and then to enter those markets.  PDR added services in conducting client focus groups, doing market research, and in helping firms create a tactical action plan for each market they wished to serve.

During the 1990s, client care became a growing concern.  More than just “Do a good job and they’ll come back,” firms sought systems by which they could focus their energies on what they termed “Strategic Clients” – client organizations that could provide a flow of work, for years, to their firm.  Additional processes evolved under the term “Client Service Management.”

Now, many firms struggle with leadership issues.  Often, senior leaders nearing retirement want to be sure they leave the firm in the hands of people who can lead it successfully for a decade or two.  Most have processes for valuing their firm and for buying and selling stock.  But many struggle to create a cadre of new leaders.  With Dr. Rose’s doctorate in Organization Development and Ms. Duncan’s ability to lead internal change, PDR created processes for helping firms cultivate better relationships, new and stronger leadership, and greater overall effectiveness.