The document provides an overview of Axelbank, Gampel, Associates, a consulting firm that combines business expertise with organizational psychology. They help clients with strategic planning, organization development, change management, and other services. Their approach involves collaborating with clients to understand issues and empower people to enact productive solutions. Examples of their work include restructuring an investment bank and advising a law firm on reducing turnover.

1. February, 2009 Axelbank, Gampel, Associates Overview S T R I C T L Y P R I V A T E A N D C O N F I D E N T I A L

2. About Us Synergy of combining general business expertise (strategy, finance, process) with organizational theory and development Combined 30+ years consulting and business experience with a focus on: Global strategy Organization Development Organization Change including M&A integration, downsizing, divestiture Organization Structure Process Efficiency New Product Development Business Management Experience working with some of the world’s largest firms in the following industries: Financial services Healthcare Pharmaceuticals Family owned businesses Technology/Technology start ups Consumer goods

3. Our Approach We are business strategists and psychologists, not merely consultants While there are many different types of consultants with varying expertise, programs often fail because they do not adequately take the people element into account Our firm combines cutting edge business expertise and rigor with a grounding in traditional organizational psychology We collaborate with rather than alienate your people, empowering them to act productively. Although we are cut from the same academic cloth as many larger firms, we don’t simply write recommendations and walk away. We are your partners through implementation Prepare Engage Implement Communication Industry Expertise Business Strategy People Expertise Organization Development Engagement Scope Organization Assessment Organization Preparation Project Planning Buy-in Training Education Learning Post Implementation Testing and Adjustment Systems/Process Adjustment People

4. Examples of our work Development of an operating model and strategy for a global investment bank Market assessment Gap analysis (regulatory and competitive reviews) New idea generation including new product development Customer service model Organization structure: restructuring roles and responsibilities for more than 200 professionals Planned plant closing for Fortune 100 Pharmaceutical Firm Advised leadership team to prepare 100+ employees for strategic downsizing Designed communication strategy and advised leadership on its implementation Resulted in incident-free transition Consulted to a large law firm to address significant turnover Performed cultural assessment of the firm Developed detailed assessment and proposed recommendations to address root cause issues Executive coaching and leadership training for Partners and Associates on communication strategy Structures established and adjusted for improved, on-going communications

5. Product Offerings We collaborate with rather than alienate your people, empowering them to act productively. Axelbank, Gampel, Associates Strategic Planning Overall strategic review Succession planning Project planning advisement Cultural Review Conflict resolution Burnout/Turnover analysis and reduction Team building Leadership advisement Diversity training Re-engineering/Transition Management Operations process re-engineering Business process re-engineering Program restructuring Merger/Divestiture advisement Change-based communication programs Organization Design Organization structure Roles and responsibilities definition Systems diagnosis

6. Strategic Planning Overall strategic review Are your goals and objectives clear? Is your organization positioned to meet future goals and competition? Is your organization aligned with the changing business environment? Our firm can perform an end-to-end analysis validating your strategic plans or help you create new ones. We utilize our own insights while leveraging the expertise of your people to identify a complete picture of your strengths and weaknesses to better position your firm for success. Succession planning Part of an effective business plan includes understanding whether you have the infrastructure in place to accommodate changes in management and hierarchy. By understanding organizational lifecycles, we can help your firm plan for the future or meet immediate challenges. We can help you look for alternatives to staff reductions or prepare your organization for the shock of layoffs if necessary. Our specialties include: Leadership changes; removing obstacles and facilitating smooth succession Alternatives to layoffs Organizational impact in preparation for downsizing Organization lifecycle Project planning advisement Many firms today are implementing a project management infrastructure because it decreases the time to respond to market changes and accelerates business-critical projects such as bringing new products/services to market. The ability to effectively manage projects can also mean the difference between having an action-oriented company and one that lags behind. Leveraging our years of project-based expertise, we can implement project management tools and hierarchy and train your staff to become more action oriented.

7. Reengineering/Transition Management Operations process re-engineering Are your processes operating efficiently? Are you and/or your workers satisfied with how things work? Perhaps you are looking to reduce costs? We can analyze your processes from start to finish and determine where inefficiency exists. We then work with your existing teams to create and implement more economical operating functions. Business process reengineering Many business-critical processes, such as bringing product to market faster, require significant change to keep a firm competitive. Yet product development processes are often unclear and laborious. Our firm can work with your organization to define processes and goals, and develop a system for improving upon your existing structure. Our specialty is in not only developing solutions but also working with your team to implement the new ideas successfully. Program restructuring Changing an internal or external program can be complicated. It can involve changes in people’s jobs, how customers view the firm and can even have long-term strategic implications. Combining our business and organization understanding, we will work with your team to perform a complete and thorough analysis. We can help you understand whether the program makes business sense and if your organization is aligned to best capitalize on the program’s intentions.

8. Reengineering/Transition Management (cont’d.) Merger/Divestiture advisement When making an acquisition or performing a merger or divestiture, firms often overlook the people element. More often than not, this leads to disastrous results. In fact research shows that a significant number of mergers fail in meeting their stated purpose. Our firm can assist with these questions and we can act as part of the larger team to assess issues that may arise. We can work with your team to develop solutions for avoiding future pitfalls and ensuring a smoother transition. Change-based communication programs Research suggests that ineffective communication programs are one of the leading reasons for failure in change initiatives. Many firms regard communication during change programs as an afterthought, but it can be complicated and require significant expertise. Our firm excels in this area and can work with you, regardless of the type or size of the effort, to design a communication plan that supports the program and encourages acceptance by employees.

9. Cultural Review Conflict resolution When people or groups are in conflict, productivity can halt and the friction can effect everyone, including those not directly involved. We know that a conflict is also a symptom that needs to be identified and fixed at the source. Whereas traditional techniques consist of talking to the parties involved in the argument, our approach is more holistic. We endeavor to understand all elements in the system or group. We believe that this leads us to the root of the problem rather than simply the symptom. We can work with employees to move forward, look for future signs of conflict and understand how to prevent it in the first place. Burnout/Turnover analysis and reduction Work is hard. But it doesn't have to be painful. Often times, attrition does not occur because of the work but rather, the work environment . This can also cut the other way as a good environment can make difficult work more enjoyable. Overly stressed work groups are very expensive because employees become inefficient when they are burned out. Further, it is well-known that turnover costs a lot in terms of loss of knowledge, cultural disruption and damage to your reputation. Recruiting and training costs can also run close to the annual salary of the position being replaced. We work with management teams and executives to help identify why people are leaving or suffering. Our understanding of people and systems enables us to act as objective parties to identify the root cause of the issue(s) and to attack it. Leadership advisement Many professionals advance in their careers to leadership positions with little training or preparation. Just because you are a good engineer, or lawyer, or salesman, does not mean that you will be an effective leader. It is helpful to have an advisor to assist with navigating organizational issues and group dynamics. Our firm can provide both individualized training and consultation to you in your role as leader, as well as work with your team or group to establish productive norms and processes for working together into the future. Executive advising may also be helpful when a leader or a team member is having problems interacting with the rest of the team.

10. Cultural Review (cont’d.) Diversity training Having a diverse workforce or team is an important asset in today’s global economy. Research suggests that even local businesses benefit from having a variety of perspectives because it facilitates greater innovation and creativity. However research also suggests that implementing an effective diversity program presents challenges that a typical organization is not prepared to face. While many consultants offer “diversity” training, these are often “canned” or generic programs that may not be relevant to the specific needs of your organization. Leveraging our background in organization psychology, we will customize a solution that is specific to your organization’s culture and needs. As skilled learning and training experts, we will also devise a program to educate your workforce on how to be sensitive to diversity as well as how to leverage all of the benefits of diverse perspectives. Team-building Whether your firm is starting up or has been operating for years, how your work group or leadership team interacts has a crucial impact on the firm’s profitability. By observing your group and drawing on our experience and expertise, we can help existing groups operate more effectively. We have a particular expertise in developing start up organizations. We understand that fostering a more collaborative and productive environment makes your enterprise more attractive to potential investors - they will have greater confidence that the group will be successful. Likewise, investors and venture capitalists can call upon us to evaluate and advise them about groups they are considering supporting. We provide both appraisals of the viability of the group and its members, as well as helpful suggestions to start-up groups that are already funded, to help insure that the investment will be profitable.

11. Organization Design Systems diagnosis Often times firms know or feel that a problem exists but can not define it effectively. Perhaps the business’ products are not selling or raw materials are too expensive or simply the organization is not producing as it should. A complete top-to-bottom view of your organization, or system diagnosis, can lead to more specific issue identification and resolution. We work with your team to understand the details and define a model specific to your business. We can then collaborate with you to effectively resolve the issues. Organizational structure Does your organizational structure provide a clear and efficient model for success? Often times as a result of mergers, downsizings, etc., structures are less clear and redundancies exist that eat up costs and lead to cultural unhappiness. With input from your teams, we determine whether your structure is best suited to reach your goals. We can then work with you to create and implement a new, more effective, structure. Roles and responsibilities definition Similar to organization structure, roles and responsibilities can become muddled as employees are expected to do more with less. A external consultant’s perspective on what people are doing and why can help you align roles, tasks and decision-making. When these processes are clear, team members become happier and more productive.

12. Appendix

13. Principal Bios: Jeffrey H. Axelbank, Psy.D. [email_address] 732-572-8848 Jeffrey H. Axelbank, Psy.D. is a licensed psychologist, with extensive knowledge about people, groups and organizational behavior, individual behavior change, and human relations. He specializes in the functioning of teams and has helped a wide range of people and organizations using a customized approach which goes beyond organizational development. Jeff has helped organizations achieve success on issues such as strategic planning, burnout, building teams, managing transitions, improving communications and morale, family businesses, and resolving conflict. He was an adjunct faculty member at William Paterson University, teaching a Masters level course in the Educational Leadership Department called Understanding Group Process and the Psychology of Organizations . Dr. Axelbank is a field supervisor at Rutgers University, where he supervises doctoral students in clinical psychology. He holds a doctorate in Clinical Psychology from Rutgers University’s Graduate School of Applied and Professional Psychology, and a B.S. in Electrical Engineering from the Cornell University College of Engineering. In addition, Jeff earned a certificate in Organizational Development and Consultation from the Organization Program of the William Alanson White Institute of Psychiatry, Psychoanalysis and Psychology. Jeff was the Founding President of the Middlesex County (NJ) Association of Psychologists.

14. Principal Bios: M. Nathaniel Gampel, M.A., M.B.A. [email_address] 856-278-2796 Nathan Gampel has spent his career working as a consultant and holding a variety of influential positions with some of the leading firms in the financial services industry. His academic focus on business, law and organization psychology has enabled him to develop broad competencies across strategy, process reengineering, organization structure and new product development Mr. Gampel was most recently with JPMorgan where he managed the pension accounting product which provides daily, monthly and annual valuation and accounting services to some of the largest pension plans in the United States. Nathan was also responsible for leading his division’s efforts in the Canadian market and authoring broad strategies across core market segments including Defined Benefit, Defined Contribution, Endowment and Foundations, Health and Welfare and Mutual Funds. Earlier in his career, Nathan spent time with American Express where he held a leadership role on a global business reengineering for which the team was awarded the prestigious Chairman’s Premier Award for Quality Nathan holds an M.A. in Social Organizational Psychology from Columbia University, Teachers College, where he focused on change management and organization development, including authoring a new strategy for effective communication during change initiatives. He also holds an MBA in Finance and Law, Beta Gamma Sigma and a BS in Finance, Summa Cum Laude

15. Case study 1: Business Reengineering at a Major Credit Card Issuer Contractual marketing funds to be used by merchant for cooperative marketing Fund disbursement based on percentage of charge volume e.g., 0.3% x volume = funding Result: Over 1000 independent budget lines to manage No limit on disbursement Varying disbursement and usage resulting in over $10MM in lost opportunity and $40MM in ineffective marketing Employees Prior State Client Management Analyst Support Systems & Processes Functions Ideas for Fund Usage P&L Support Account Management Performed key client segmentation Move to capped funds, 50% annual disbursement Reengineered disbursement process Client management focus moved from spending to sales 4 of 5 analysts redeployed Result: Headcount reduction/redeployment $10MM saved from lost opportunity Additional $20MM Y-O-Y saved from ineffective marketing Employees Present State Functions New Client Acquisition Redeployment Account Maintenance Client Management Analyst Support Systems & Processes

16. Case Study 2: Strategic Planning for Major Investment Bank Happier employees due to increased knowledge and focus Profitability focus Free up wasted capital = Limited profitability Loss of product/industry leadership Significant employee unhappiness and turnover Lack of clarity for roles/responsibilities Redundant overhead Loss of employee expertise 20 Year History Prior State Present State Structure People Define roles/responsibilities across 200+ sales, RM and client service staff Provide career development path Create new model of client service tiers Establish new reporting relationships Significantly reduce overhead due to role clarity Eliminate extraneous “heritage” senior leadership Develop/prioritize industry/product training Results: Complicated industry and product offerings Numerous mergers and acquisitions Significant volume and high-touch client service needs (over $1Tn in U.S. assets across 300+ clients) Increased competition, limited product differentiation Strategy Market analysis Competitor review Divestiture of non-core business segments Forward-looking sales prioritization Identify product/service gaps and prepare business case(s) to address

17. Case Study 3: Consulted to large law firm to address significant turnover System Diagnosis via Individual and Group Interviews Feedback to all stakeholders Meetings to set up better communications structures Prior State Present State Consultation Process: Afraid to speak up at meetings High turnover Rampant rumors Conflict between work groups Constant complaints about pay and work hours Management not speaking with one voice Lines of authority unclear Little training in leadership Frustration at change in firm’s culture Afraid of loss of business Conflict Results in: Lost marketing opportunities Lack of coordination between groups Loss of talented Associates Little creativity to address market challenges Functioning steering committee of Associates meet regularly with Managing Partner so management speaks with one voice Associates form a committee to convey concerns to the Executive Committee Diversity Committee forms to address gender and racial disparity in the Firm Better Relations Result in: Reduced turnover Good coordination between work groups New compensation structure for Associates More creative solutions to market challenges Drastic reduction in destructive rumors Associates Partners Partners Associates