Centauric Story
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Transcript of Centauric Story
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: [email protected]
HeadOffice: 8070LaJollaShoresDrive,Suite429
LaJolla,CA,92037