Profile

Professional summary

Located in Southern California, Dr. Cynthia Heller Alt, PhD has over 25 years consulting experience. With her roots in organizational development and change management, Dr Alt has consulted with executives and entrepreneurs on strategic planning, organizational development, and business alignment initiatives in order to achieve the business’ strategic intent.

Dr Alt’s practice is focused on assessing, designing, and implementing organizational cultures that result in increased employee and customer satisfaction. Her expertise resides in her ability to align individual and organizational goals in order to maximize productivity and obtain strategic goals resulting in measurable results for both.

Engagement overview

All engagements incorporate
• Assessment - Measure where you are and where you want to go
• Leverage - Take advantage of strengths to maximize results
• Transform - Achieve desired outcomes

Clients

• Access Services
• ACG
• American Medical Systems
• American Red Cross
• AT&T Broadband
• Coffee Bean & Tea Leaf
• Computer Associates
• Cornerstone OnDemand
• Experian Consumer Direct
• Gate Gourmet
• Ingram Micro
• Junior Achievement of Southern California
• KARL STORZ North America
• Los Angeles Metro
• Marsh, Inc.
• RR Donnelley & Sons
• Standard Bank of South Africa
• Toyota Financial Services
• Washington Metro Area Transit Authority
• Workmen’s Auto Insurance Company

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Areas of expertise
Key clients
  • AT&T
  • Ingram Micro
Insights

Question: Disillusionment with the current executive coaching process

The quest for leadership ROI has been around since the early 2000's. Knowing the pain points that led to engaging a coach should be part of the objectives (addressing them in measurable ways) and identifying the resulting organizational outcomes key... Read more

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Question: Does using the same coach for all executives lead to cultural identity?

I agree with Michelle's assessment. There are pros and cons. You could use different coaches but require them to network together (Michelle's coaching circle) to understand any overlapping issues. I have worked under this requirement several times and it was beneficial for all involved - coachees and coaches... Read more

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Question: Developing a "top talent" pipeline

The responsibility of building a leadership pipeline lies with top management. The process I use helps to eliminate the distortions you mention since several key steps are taken:

1. Senior managers own the process.
2. The process is opened to all employees to put their "hat in the ring." This helps to counter the biases above as well as give employees the knowledge that the company is interested ... Read more

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Question: Measuring effectiveness of a reorganization strategy

Within your question, I see two areas to address.

First, each of us has our own process we undertake when facing any type of change. William Bridges talks about this in his change model and book, “Managing Transitions.” http://www.amazon.com/Managing-Transitions-Making-Most-Change/dp/0738213802 During any change effort, individuals go through three phases: Ending, Neutral, and Beginning. Wi... Read more

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