Our Services
Alston-Kline’s distinctive approach to consulting emphasizes a combination of in-depth assessment and coaching. This “coming alongside” those in an organization, learning as much as possible about each person, and then coaching them in seeking their greatest potential on the job, is what we refer to as: 'deep running' coaching. This approach in all our service deliverables insures we reach positive change in people to benefit the organization.
Across-the-board transformation by increasing human potential and high performance in a work-setting, protects and prevents corporations from the sort of gradual erosion which can occur. The result of these protective measures is the enhancement of growth and success within a particular business.
The following Service Areas describe in more detail where 'deep running' coaching is applied.
Service Area 1 - Identifying & Strengthening Intellectual Property Assets
Individual and Team Assessment
In order to assess the strength and competence levels among the corporation’s human assets, Alston-Kline introduces a series of well-proven motivational and assessment tools to help inspire a meaningful and in-depth assessment experience.
Leadership & Executive Coaching
Alston-Kline’s coaching includes feedback, learning plans, and relevant 'stretch assignments’ to “grow” leaders as they continue to work within the corporation. In order to strengthen an individual’s performance, we create a coaching plan for additional learning, be it for the present position or for transitioning to a new job within the organization. Alston-Kline further designs an individual plan of knowledge training and development in necessary areas of emotional IQ (intra/interpersonal skills).
Team Development
Alston-Kline’s coaching for teams provides feedback, learning methodologies, and ‘stretch assignments’, which allow growth within the team in order to gain the highest possible performance levels. Alston-Kline further designs team plans of knowledge training and development in necessary areas of team emotional IQ.
Executive Search
Alston-Kline provides executive search services. We are uniquely qualified for especially difficult-to-fill positions. Through our comprehensive approach to executive search, we provide an Alston-Kline 10-step process which includes identifying needed key competencies, clarifying the target of the search, expansive networks and creative recruiting for talent, several steps in thorough assessment and finally assistance in integrating the new member with the corporate team. Our distinction has been in our ability to both access key competencies and skills (professional and interpersonal) that are not always uncovered in the standard interviewing process, and to “find” difficult to find talent.
Hiring Strategies
Alston-Kline provides proven strategies for discovering the best sources for external talent and the ideal identifiers for talent needed to support the corporation’s timely filling of positions that will guarantee its future. This includes workforce planning, recruiting training and training in hiring steps.
Staff Development Planning
By measuring staff potential of a for-profit, or not-for-profit, corporation’s intellectual property assets, along with current human performance deliverables and capacities, Alston-Kline designs staff development plans. These plans are tailored to the individual staff roles, persons and/or teams, creating a timeline for when such exercises as learning interventions will be useful and helpful in guiding performance in particular areas of expertise. Staff development planning also significantly contributes to the overall excellence of the corporation's performance. Further, we plan strategies and processes in customizing staff evaluations and compensation programs.
Corporate Architecture
The redesigning of organizational charts and jobs is utilized in a number of services to support change. The redesigning of work in any context will need to include such designations as functionality, desired impact and succession areas, as well as comprehensive, results-based, job descriptions.
Board Assessment & Development
Alston-Kline assesses the strength of the Board of Directors by examining board members’ knowledge, experience, and competence levels. From this research, we develop a coaching plan for each board member. We outline three to four major areas of personal development that each board member must embrace in order to gain competencies in the areas of leadership, strategic planning, financial acumen, emotional IQ (interpersonal skills), and understanding possible board vulnerabilities, which might affect its fiduciary responsibilities. We secure all needed board member individual development steps first in order to prepare boards to effectively receive Governance training successfully (Carver®). We then provide Carver® Governance training itself.
Succession & Legacy Planning
In order to determine those people most capable of filling future positions in executive responsibility in a corporation or organization, Alston-Kline provides a comprehensive strategy for identifying and training the best possible internal high potential candidates. In matters of legacy we approach sensitive family business issues with honest assessment and fair solutions.
Service Area 2 - Guiding organizations and corporations through a process of clarifying and implementing the distinct vision for the future.
Vision Identification Process
In order to reach a clear vision statement through the cooperative effort of a team of leaders for a corporation or organization, Alston-Kline has created a facilitated process that includes individual input, team retreats, interactive dialogues, and final consensus on a vision document. The process is designed from the inside out: It begins with our skill in insuring the right people are at the table. We carefully analyze the business statistical history which has brought them to the table for clarification. We seek individual input, followed by a collaborative team effort to synthesize all ideas into a final statement, which best expresses and unifies the diversity of opinions of the contributors. The document receives a secondary evaluation and refinement. Finally, the goal is to unite all participants in a final, agreed-upon vision statement that reflects the ideas and aspirations of those who created it. The vision statement brings a focused unified understanding of the corporation’s direction.
Corporate Architecture
Once the vision statement is created, restructuring or building a corporation’s people infrastructure, which will reflect the skill needed to lift up that vision, is the next step. The redesigning of organizational charts that fit the new vision statement will need to include such designations as functionality, desired impact and succession areas, as well as comprehensive, results-based, job descriptions.
The Plan
An overall plan is created by Alston-Kline. This essentially is a strategic change plan, aligned to the new vision, which integrates all the parts of the revised infrastructure, including the steps and costs necessary to fulfill the new infrastructure and vision. The Plan also establishes a trustworthy system of measurement and evaluation to discern overall success of the effort. The Plan can be either inserted into an overall corporate strategic plan, business plan or separately used for the purposes of an organizational change roadmap.
In all our service areas we provide change management processes that are measurable in effectiveness and supportive of our clients' goals in change.
Testing & Publication Products
We develop learning materials and utilize testing resources which complement our services. We publish learning materials under our proluminant TM division. See our bookstore on this website!
