TION%%CHANG NIZA E%%P A RG EO O % % PL E E% PL %O O E
Assessment - Coaching - Mentoring Action Learning - Training - Career Services Leadership Development - Onboarding - Team Building
ORGANIZATION, Diagnostics - Organization Strategy -Organization Design Organization Effectiveness - Team Alignment Organizational Performance - Succession Planning Performance Management
CHANGE
HR Technology Evaluation and Section Change Strategy - Technology Enablement Process Improvement - Organization Alignment Adoption and Communication
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Crystal Point Solutions, Inc. The Chanin Building 380 Lexington Avenue, Suite 1700 New York, NY 10168 contact@crystalpointsolutions.com
PEOPLE
EOPLE%%ORGA NI GE%%P Z AN A TI %CH O N N% %%C IO AT
%CHANGE PEOPLE % N %%O IO RG AT Z I AN N A IZ RG
Who We Are Crystal Point Solutions is a results-driven consulting organization that helps clients maximize the performance of their people and organizations and manage change. We use the levers of Organizational Development, Individual Development & Change Management to effect positive, sustainable business improvement for our clients.
! What We Do ! Remove organizational barriers to performance ! Enable leaders at all levels to succeed ! Align people and processes with strategy
! What We Deliever ! The right solution for your unique situation ! Relevant and user-friendly deliverables ! Management of the details of projects ! Smooth execution #
Our Founders ! Alvin Piket is Founder and CEO of Crystal Point Solutions. He is a management consultant with 20 years of experience working with complex organizations to clarify, develop, and implement Organizational Effectiveness, Change Management, and Human Capital Strategy initiatives. ! Alvin’s experience includes such things as building organizational capabilities and organizational design; establishing high-performance organizations; developing change strategy and managing complex organizational transformations; articulating an employer of choice strategy; process and workflow improvement; cost reduction and efficiency improvement; enhancing knowledge sharing and team innovation; designing effective HR strategies including talent acquisition and retention, performance management, leadership and development, and succession strategies, processes, and programs; aligning organizational culture and values with strategy; change communications and managing the stakeholders and influencers who can enable or derail an initiative. ! Alvin has led large scale transformations, including those impacting upwards of 15,000 multi-level, multi-role, multi-regional personnel. He has worked on regional and global projects and implementations, and has worked across core functions and teams within organizations including operations, marketing, sales, human resources, training, etc. ! Alvin has received his Masters in Organizational Development from Columbia University, has completed his coursework towards a Ph.D. in Social-Personality Psychology at the New School for Social Research, and has received his BA in Psychology and Marketing from Hofstra University.
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Our People & Representative Clients Crystal Point Solutions utilizes dedicated and experienced consultants to deliver against client issues and projects. We determine the nature of the project including objectives, core capability area, timing, work load and client culture, and determine the appropriate resource fit to ensure success. All of our consultants believe in our core values, and are trained in the core methodologies of Crystal Point Solutions. Each consultant posses excellent problem-solving ability, a detailed orientation, strong project management and communication skills, and excellent relationship building skills.
! Our consultants have the following characteristics ! Significant work experience in a range of industries ! Advanced degrees in organizational development and change, human resources , or management ! Prior consulting experience with large firms, ! or boutique consulting companies
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CHANGE MANAGEMENT Helping our clients reap the benefits of Change
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Common Reasons for Failure
Change Management is critical to a successful implementation # Â
People Maximizing Individual & Team Effectiveness
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Organization Maximizing Organizational Eectiveness
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Change Management Model ! Benefits
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ANGE PEOP LE% N%%CH %OR TIO A GA Z I N NI A Z G R
TION%%CHANG NIZA E%%P GA R EO %%O PL E E% PL %O EO
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Cost savings realization Ease of implementation Decreased errors and duplication Increased system use and adoption Positive attitude toward the initiative Alignment of employee behavior to systems, tools and policies & procedures Implementation of strategy at a deeper level in the organization Decreased implementation fatigue Elimination of work-arounds
PEOPLE Assessment - Coaching - Mentoring Action Learning - Training - Career Services Leadership Development - Onboarding - Team Building
ORGANIZATION, Diagnostics - Organization Strategy -Organization Design Organization Effectiveness - Team Alignment Organizational Performance - Succession Planning Performance Management
CHANGE
HR Technology Evaluation and Section Change Strategy - Technology Enablement Process Improvement - Organization Alignment Adoption and Communication
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EOPLE%%ORGA NIZ GE%%P AN AT I %CH ON N% %%C IO AT
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Merger or Joint Venture Talent Alignment ! Misalignment ! Leadership ! Misalignment between Strategy, Culture and Leadership Practice Talent Gaps in the Leadership Team Cultural Misfit
Prospecting
Qualifying
! Postioned for Growth
! Absence of Succession ! Human Capital Planning Fails to Plan Lack of Bench Support Growth Strategy Redundancy Strength Poor Decision in Workforce Lack of Clarity in Roles Making ProcessesCultural Stop Gaps
Deciding
Performing-Due Diligence
Integrating
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Building a World Class Sales Force (1) Assess Business Strategy & Conduct Validity Study & Talent Audit -Assess Sales Strategy in Context of Business Goals -Analyze Current Systems for Selection, Development and Performance Management -Conduct Job Analysis & Validity Study on Sales & Sales Management Roles -Assess Incumbents using Chally assessment -Measure Current Team against Validated Profile & Competencies – Talent Audit
(4) Monitor, Measure & Report on Results [ROI] -Evaluate Ongoing Performance of Incumbents and -New Hires -Measure Impact of the Process on Performance -Over Time -Refine Process for Improvements -Determine ROI
(2) Align Hiring & Selection System -Assess Sales Strategy in Context of Business Goals -Analyze Current Systems for Selection, -Development and Performance Management -Conduct Job Analysis & Validity Study on -Sales & Sales Management Roles -Assess Incumbents using Chally assessment -Measure Current Team against Validated -Profile & Competencies – Talent Audit
(3) Develop Employees -Assess Sales Strategy in Context of Business Goals -Analyze Current Systems for Selection, Development and Performance Management -Conduct Job Analysis & Validity Study on Sales & Sales Management Roles -Assess Incumbents using Chally assessment -Measure Current Team against Validated -Profile & Competencies – Talent Audit #