Corporate Special Forces


Frank On Untapped Potential

Untapped Potential from Existing Resources



Hiding in plain sight within every organization is a wealth of dormant genius and creativity, already paid for but underutilized, camouflaged in conventional job descriptions and corporate norms. That talent can be identified, organized into elite task-force teams, and experientially trained in advanced high-performance skills in one and a half to four months.

Once trained, these teams will give management a rapid-response tool to respond quickly and efficiently to specific internal crises or changing global markets, both therapeutically and preemptively, as often as needed, in every discipline or department throughout the organization. They can solve major problems, achieve vital corporate objectives, implement change, and/or create leading-edge innovations.

In most organizations, approximately 7% to 12% of the employee population at all levels are endowed with a reserve persona that is driven by a hunger for dignity at work and self-esteem enhancement through high performance and exceptional achievement. They believe the way to feel good about one’s self-worth is to constantly be learning, growing, improving, and achieving. They feel a compelling need to express their unique talents and ideas and to make a difference in pursuit of worthwhile goals. These individuals are capable of responding with tireless energy and creative genius to corporate objectives that have the potential to further enhance their self-esteem.

When given the right conditions at work, this reserve persona will become active. It will manifest as commitment to excellence, achievement far beyond the norm, and collaboration with those pursuing the same objective.

However, in the conventional work environment, this need remains largely underutilized, frustrated, or dormant for most latent high achievers. Many of these high-potential but frustrated employees feel their job does not even come close to enhancing their self-esteem at work. They tend to view their presence on the job as being just another number in a sea of numbers.

Fortunately, if given a corporate vehicle that will enable them to express their innate talents and fulfill their desire for self-esteem enhancement, these capable but underutilized employees will awaken their slumbering motivation, unleash their untapped potential, and embrace that vehicle with a passion.

When the vehicle is serving on an elite team that will pursue a critical corporate objective, and they will be empowered to express their talents and creativity, these potential high achievers will accept that task as their personal mission because self-esteem enhancement is extremely personal even if the task itself is not. They will perceive the task as exceptionally meaningful, they will see the empowered pursuit of the task as their new freedom to express their talents, they will relish collaboration with other motivated team members, and they will commit to its achievement at a level of energy and creativity that vastly exceeds all their work history up to that point.



The cost of installing robotics or a new computer system can run into the hundreds of thousands or millions of dollars for a modest improvement in productivity of one or two percent. The cost of implementing crisis intervention teams is a few hundred dollars for modifications to corporate training methods in exchange for breakthroughs in productivity, products, and methods that can thrust the company significantly up, sometimes even to the top of the food chain.



“Frank Koehler facilitated Halliburton’s executive committee in developing the five year plan that changed the organization’s global goals, structure and culture. The plan we developed improved our performance and led to a significantly higher market valuation of our company.”

Ber Pieper, Former Vice Chairman and Chief Operating Officer

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