People. Clarity. Performance Unleashed.CEOs, Boards and senior leaders call on Centauric

to help them bring out the best in their people and

organizations as they face transformational challenges

and opportunities.

Blending extensive behavioral science expertise and

techniques with deep industry experience, our senior

specialists work to develop capabilities, strengthen

engagement and align organizational support.

We help unleash talent to drive the performance of

your top and bottom lines by rapidly clarifying complex

individual and organizational dynamics – translating

understanding into action.

Our Perspective on Business Issues.Close to 85% of a company’s expenses may be related to intangible

capital tied up in people – knowledge, reputation and talent.

A recent Business Week survey of C-level executives identified the top five challenges leaders face today:

1. Increasing innovation

2. Leading internal organization growth

3. Improving the quality of leadership talent

4. Developing the next generation of leaders

5. Increasing employee commitment and retention

Combine these challenges with current trends:

• Thetop10jobstodaydidn’texistfiveyearsago

• 41%ofcompaniesreportdifficultyhiringthepeople

they need

• Newworkerswilllikelyhave10to14jobsbythetime

they are 38 years old

• Bytheendof2010GenYwilloutnumberBabyBoomers

in the workplace

• Threegenerationsconverginginthemarketandthe

workplace – each with its own values, perspectives

and needs

Towin,industryleadersneedtounderstandandcapitalize

on the staggering transformation in the ways people

think, interact with each other and use rapidly advancing

technologies.

The Outcomes We Create.Centauric helps clients zero in on people-related

strategies and actions to realize business goals

and agendas.

The outcomes we create include:

1. Productive group and organization dynamics: Increased focus and

effort devoted to achieving organizational success

2. Engaged people: Commitment, enthusiasm and exceptional

customer service

3. Change capability: Innovative leaders and employees anticipating

and embracing change

4. Culture, structures, and systems aligned with brand: Promises

delivered, and employee and customer loyalty enhanced

5. Effective selection and development: Leaders and professionals

who demonstrate critical leadership, self-management and team

competencies

How.We develop capabilities,

strengthen engagement

and align organizational

support through our

integrated services.

FOR LEADERS: Perspective and Impact

1. Impact assessment and coaching for leaders and their teams

2. Leadership succession and transition planning

3. Facilitating entry into new leadership roles

4. Individual consultation on personal and cultural dynamics

5. Board orientation and development

FOR PEOPLE: Capability, Engagement and Team Effectiveness

1. Employee engagement evaluation and enhancement

2. Capability audit and development for individuals and groups

3. Change readiness assessment and acceleration

4. Facilitating productive interactions

5. Career-management support for individuals

FOR ORGANIZATIONS: Culture, Structure and Alignment

1. Evaluate, create and maintain optimal organization and team culture

2. Risk assessment for merging organizational cultures

3. Communication effectiveness assessment and improvement

4. Align organization systems and structure for targeted performance

5. Internal and external brand alignment

Industry Expertise

Centauric assists clients in industries facing significant

transformational pressures. Our experience in varied industries

enables us to quickly understand your business and lead you safely

and effectively – from concept to action.

Our primary client expertise includes:

• Professionalservices:(Accounting&Audit,Law,Financial

Advisory&WealthManagement,Engineering,PublicRelations,

Marketing,Architecture&Design)

• FinancialServices

• Universities

• Hospitals

• R&D:LifeSciences,Telecommunications,HighTech

Working With Us.Our style is direct, candid and mutually inclusive. Our promise is

to be transparent in how we apply the science of what we do, to

achieve the business outcomes you need.

We call our approach Data-Driven Achievement.

Sincenotwosituationsareidentical,wehave

developed a method that is flexible and scalable to

support our work with you – whether we are tackling

individual leadership development or full-scale

culture transformation.

We begin by clarifying your current situation and

identifying what needs to happen to achieve your

objectives.Wehelpyoudefineandgatherthe

information that will be critical for success.

Throughdataanalysisanddialogue,weworkwith

you to evaluate your options and build an execution

plan that will achieve targeted results. We help you

monitor progress, evaluate intermediate outcomes

andmakecoursecorrections.Tocompletethe

cycle, we focus on how you can leverage your

achievements in the future.

Data Driven Achievement

DefineTargetissuesoropportunities.Definedata

that could expand thinking and support

decision making. Describe desired outcomes.

DataGenerateandorganizedataforanalysis,review

and discussion. Data includes observations and

ideas from Centauric.

DialogueEngage in dialogue to interpret the meaning

of the data. Evaluate possible responses.

ActExecute the plan, including related

communications and evaluation.

AchieveEvaluate achievement. Consolidate

learning. Celebrate progress.

DecideGaincommitmenttoact.Definetheplan.

Mobilizeresources.Agreeonevaluationcriteria.

New Hospital CEO.A surgeon, who was leading a large cancer treatment center,

was recruited to be the new CEO of one of the most recognized

hospital / research centers in the country.

Some of Our Work

HecalledCentauricwitharequest:

“Helpmedecideifthisisagoodcareer

move and if it is, work with me to make

sure I am positioned for success.”

We knew that he would make the best

decisions if he had the right data and

people he trusted to challenge his thinking.

Centauric assisted this client by:

• Identifyingthequestionsheneeded

answered and the best possible ways to

ask the questions, so that his position

was strengthened and not compromised.

• Garneringcriticalinformationfrom

members of the Board and hospital

leaders. We subsequently met and

discussedourinterviewfindingsand

considered a number of strategic choices

that had emerged from our inquiry.

• Reviewinghisobservationsand

conclusions.

• Analyzinghisassumptionsandleaps

of logic.

• Discussinghowhecouldcapitalizeon

his strengths and compensate for his

blind spots.

Together,wedevelopedastrategythat

balanced dealing with the departing CEO,

engaging the Board, addressing the urgent

need of staff for clarity, and understanding

the organization before “showing his hand”

andcommittingtosignificantchanges.

TodaythisCEOhascommandofhis

challenges and has gained full support

from the key players to pursue a bold

agenda of transformation.

Culture Audit and Dialogue in Merging Banks.AlargeforeignbankdecidedtopurchaseaUSregionalbankand

combine it with another regional bank that they had acquired

earlier.Theyneededtoensurethatthemergerwasasuccessin

terms of both economic synergy and brand equity.

TheyaskedCentaurictoassessthe

compatibility of the two corporate and

regional cultures, as well as identify how

best to capitalize on opportunities and

minimize risks associated with combining

these organizations.

Centauric developed a two-pronged

approachtodatacollection.First,4000

employees in both banks were invited to

complete a comprehensive culture audit

questionnaire. We then launched a series

of facilitated workshops in both banks to

give people a chance to tell their stories,

express their hopes and concerns and get

involved in shaping the merger.

Thisapproachgeneratedusefuldatafor

bank leaders and gave people comfort that

the parent organization was willing to listen

and was concerned with integrating the

banks in a thoughtful and sensitive manner.

Our findings lead to consensus on some

issues and a need for further clarification

andanalysisonothers.Thisbeganan

iterative process of data-driven dialogue

that eventually engaged the integration

committee, the management committee

and leaders throughout the organizations.

We facilitated staff and leadership in

a productive dialogue about culture,

highlighting areas of common ground

that could serve as a foundation for the

new bank. We identified hot buttons

that needed to be addressed in carefully

crafted communications, and emphasized

how orientation and development

programs for teams and leaders could

accelerate cultural integration as the new

organization took shape.

ThroughourData Driven Achievement

approach, leaders reported that they were

able to address quickly and productively

issues of culture that otherwise would

have been ignored or avoided.

Thenewbanknowreflectsthebestofits

predecessors and is a hit with its customers.

Young Lawyers.A prominent international law firm – recognized for its

effective practice management and outstanding pro

bono programs – received low marks for mid-level

associate satisfaction. Leadership was concerned.

Thisinformationwouldimpacttheirabilitytohiretop

talent and may put them at risk of losing some of their

most important assets.

TheycalledonCentaurictoidentify

the issues and to recommend ways of

improving the situation.

Centauric discouraged them from

another anonymous survey, and instead

suggested one-on-one interviews with a

representative sample of associates and

partners.Thesemeetingswouldbetter

identify a range of perspectives and ideas

and enable us to evaluate the emotional

state of the associate group.

UsingourData Driven Achievement

approach, we met with the sponsoring

leaders as soon as patterns started

toemergeinourfindings.Theearly

discussions were aimed at engaging

leaders in interpreting the data and shaping

the direction of subsequent interviews. As

the study progressed, more leaders were

brought into the discussion until a clear set

of actions was agreed upon and approved

bytheChairmanofthefirm.

While a number of people used the

occasion to vent their grievances, we

also heard how much associates valued

their relationships with mentors and

practicegroups.Thetwomostimportant

suggestions that emerged were to improve

communication with these associates and

provide them with guidance to help them

manage their careers.

Early indicators are that improved

communications and a well-conceived

development program are having the

desired impact.

High-Flying Auditors.A prominent audit firm moved a group of high-potential senior

managerstoitsnationalofficeforintensive,on-the-jobtechnical

training.Typicalofmillennialemployees,theprogramparticipants

expressed concern that while they had an amazing opportunity

to develop their technical expertise, they were missing out on

a chance to develop other critical skills needed for account

management and senior leadership roles.

Thepartnerresponsiblefortheprogram

asked Centauric to design a complementary

development program to target non-technical

skillsforthesehighflyers.

Centauric began by meeting with the

participants and asking them what they

thought they were missing. We sent

them out to meet with senior leaders and

experienced account managers to identify

successfactors.Theinterviewsfueled

a dialogue about their strengths and

weaknesses and what kind of assistance

they needed.

We then designed a year-long program

aimedatbuildingself-awareness,refining

emotional intelligence, managing personal

brand, establishing and maintaining

effective networks and enhancing business

savvy. Our approach involved data-driven

dialogue,on-the-jobassignments,

individual coaching, group discussions and

the engaging of senior partners in providing

insights and guidance. We were light on

theory and heavy on concrete action and

personal feedback.

Theprogramwasrefinedwithparticipant

input and has run for the past three years.

Itsimpacthasbeensignificantingenerating

participantengagementwiththefirm,team

functioning at national office, satisfaction

with career choices and effectiveness in

personal career management. Firm leaders

report that participants demonstrate

increased self-confidence and capability

in dealing with senior executives. Every

participant in the first cohort has been

admitted into the partnership.

Our People.Dr.TinaBeranbaum

IearnedmydoctorateinSociologywithafocuson

business ethics – researching how people’s previous

and current experiences shape their decision-

making and behavior when confronted with ethical

dilemmas. Over the past 25 years, my career has

taken me from a faculty position in the Industrial

RelationsProgramatMcGillUniversitytoconducting

evaluations of large, national government social

programs. Currently, I provide advice and assistance

to senior executives concerning their impact and the

human dynamics of their organizations.

I help clients focus on mission critical facts,

engage them in productive dialogue, help them

reach robust decisions and determine critical

actions.Theytellmethatmyabilitytohelpthem

understand the complexity of human dynamics

against the backdrop of transformation, as well as

my focus on their success, has made me a valued

and trusted advisor. Recent clients include C-suite

executives in one of the world’s leading audit firms,

atopU.S.lawfirmandaninternationalprivate

capital management company.

I have a strong commitment to using my professional

skillstogivebacktothecommunity.Someofmy

volunteer efforts include a term as president of

a not-for-profit organization, pro bono evaluation

of a capital campaign and work with a variety of

community task forces. Currently, I am a member

ofaSanDiego-basedcharitablefoundationandam

excited to be participating on a task force exploring

the empowerment of teen girls.

Inmysparetime,Ienjoyparticipatinginbookclubs,

walking on the beach with my dog Daisy and, to the

chagrin of my children, have signed up for my first

paraglidingadventureandampreparingtojumpoff

thecliffsofTorreyPinesinLaJolla.

IamamemberoftheAmericanSociological

Association section on Organizations, Occupations

and Work.

Dr.MitchellShack

Our People.

I earned my doctorate in Industrial / Organizational

Psychology with a focus on achievement motivation,

person perception and executive assessment.

Myabilitytoinfluenceindividual,groupand

organizational dynamics was further developed when

I completed extensive postgraduate training at the

worldfamousGestaltInstituteofCleveland.

I have followed a career path that has included

workingasauniversityprofessorinanMBAprogram,

servingasanin-houseconsultantfortheGovernment

of Canada, managing a national consulting portfolio

as a partner with Deloitte and building Centauric,

a boutique consultancy that specializes in helping

CEO’s, Boards and senior leaders bring out the best

in their people and organizations as they confront

transformational challenges.

Mybehavioralscienceexpertiseandmethodsblend

with my deep industry experience as I help clients to

develop their leadership and functional capabilities,

strengthen the engagement of their people and align

organizationalsupport.Theresultisleaderswhoare

better able to focus on priorities and equipped to take

actions that will realize business goals and agendas.

Myextensiveconsultingcareerhasbroughtme

into contact with leaders in a number of industries

ranging from local technology start-ups to global

Fortune100firms.Iconsiderprovidingprobono

services to non-profit organizations in Canada and

theUnitedStatesasanimportantpartofmywork.

Mymostgratifyingassignmenttodatehasbeen

workingwiththeseniormanagersfortheUNHigh

Commissioner for Refugees in Asia.

Clients appreciate my ability to quickly understand

complexity, explain concepts simply and deftly

manage interpersonal dynamics. Clients tell me they

trust my counsel and appreciate the safety I provide

whennavigatingriskyordifficultsituations.My

low-key style makes it easy for people to tell me

what they really think and allows me to deliver tough

messages to my executive clients in a very direct,

practical way.

IamamemberoftheSocietyofIndustrialand

Organizational Psychologists in both Canada and in

theUnitedStates.

After raising money for a local charity by participating

in a long distance bicycle ride, I have become an

avid cyclist.

Contact Information.We created Centauric for three reasons:

1. Weenjoybringingoutthebestinpeopleand

organizations, especially in challenging situations.

2. We are most effective when we work directly with

ourclientsratherthanthroughjuniorconsultants.

3. Together,weofferauniqueblendofcomplementary

skills and styles that coalesce around a strong set of

shared values.

Our clients tell us that we make a difference.

Phone: 858 366 4824

Email: mshack@centauric.com

tberanbaum@centauric.com

HeadOffice: 8070LaJollaShoresDrive,Suite429

LaJolla,CA,92037