Crystal Point Solutions, Inc. The Chanin Building 380 Lexington Avenue, Suite 1700 New York, NY 10168 contact@crystalpointsolutions.com

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Assessment - Coaching - MentoringAction Learning - Training - Career Services

Leadership Development - Onboarding - Team Building

Diagnostics - Organization Strategy -Organization DesignOrganization Effectiveness - Team Alignment

Organizational Performance - Succession PlanningPerformance Management

HR Technology Evaluation and SectionChange Strategy - Technology Enablement

Process Improvement - Organization AlignmentAdoption and Communication

PEOPLE

ORGANIZATION,

CHANGE

Who We Are

!  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

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.

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!   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 work"ow 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 in"uencers 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.

Our Founders

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Our People & Representative Clients

!  Our consultants have the following characteristics !   Signi$cant work experience in a range of industries !   Advanced degrees in organizational development and change, human

resources , or management !   Prior consulting experience with large $rms, !   or boutique consulting companies

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 $t 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.

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CHANGE MANAGEMENT Helping our clients reap the bene!ts of Change

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Common Reasons for Failure

Change Management is critical to a successful implementation

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People

Maximizing Individual & Team Effectiveness

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Organization Maximizing Organizational Effectiveness

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!   Bene!ts !   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

Change Management Model

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Assessment - Coaching - MentoringAction Learning - Training - Career Services

Leadership Development - Onboarding - Team Building

Diagnostics - Organization Strategy -Organization DesignOrganization Effectiveness - Team Alignment

Organizational Performance - Succession PlanningPerformance Management

HR Technology Evaluation and SectionChange Strategy - Technology Enablement

Process Improvement - Organization AlignmentAdoption and Communication

PEOPLE

ORGANIZATION,

CHANGE

!  Misalignment !   Misalignment between

Strategy, Culture and Leadership Practice Talent Gaps in the Leadership Team Cultural Mis$t

Merger or Joint Venture Talent Alignment !  Leadership !   Absence of Succession

Plan Lack of Bench Strength Poor Decision Making ProcessesCultural Stop Gaps

!  Postioned for Growth !   Human Capital Planning Fails to

Support Growth Strategy Redundancy in Workforce Lack of Clarity in Roles

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Qualifying Performing-Due DiligenceProspecting Deciding Integrating

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 Pro$le & Competencies – Talent Audit

(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 -Pro$le & 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 -Pro$le & 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 -Re$ne Process for Improvements -Determine ROI

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