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BUSINESS NEWS ALVIN HOLM IS RECOGNIZED BY CONTINENTAL WHO’S WHO Alvin Holm is recognized by Continental Who’s Who as a Pinnacle Lifetime Member in the field of Architecture. Established since 1967, Alvin Holm A.I.A. Architects is a “full-service general practice architectural studio specializing in traditional design in the Classical manner.” A prestigious architectural office providing, “interiors and landscape design for a broad spectrum of clients including residential, commercial and institutional projects,” the team at Alvin Holm A.I.A. collaborates with, “other architects across the country to share our special expertise in traditional styles and historic restoration” in an effort to better serve their clientele. The studio services the areas of Pennsylvania, Maryland, Delaware, New Jersey, and New York. Amassing more than 40 years of experience in the field, Holm is Principal at Alvin Holm and specializes in traditional, residential, commercial and institutional architecture. Founder of the Institute for Classical Architecture and Art, which has grown to include over fifteen different chapters, Alvin Home is a renowned expert within the field of

architecture. A noted scholar, Holm previously spent 10 years teaching the Bauhaus foundation program at the Philadelphia College of Art, studio courses at Drexel University, taught the Classical Orders of Architecture for 18 years at the National Academy of Design in New York and taught 12 years at Moore College of Art and Design. Today, Holm continues to speak on jury boards, give lectures and write book reviews. Founding member of the Studio Incamminati, Holm is a friend of the Edgar Allen Poe House and has served as a Project Designer at Vincent Kling Partnership for ten years. Holm’s body of work includes 20 new galleries at the Metropolitan Museum of Art in New York City, a civic fountain in Kansas City, resort communities in Belize, a recreation of the Grand Federal Edifice for the Carpenters’ Company and restoration of historical buildings, such as the Edgar Allen Poe House. Throughout the course of his education and training, Holm attained his Bachelor of Arts degree from Yale University in 1958 before delving into Graduate Studies in City Planning and Architecture. Thereafter, Holm went on to earn his Master’s degree in Architecture from

the University of Pennsylvania in 1962. To further his professional development, Holm is an affiliate of several organizations including the American Institute of Architecture and the Pennsylvania Society of Architects. In recognition of his professional accolades, Holm was named Top Architect for outstanding contributions and achievements in the field of Architectural Design; recipient of the Newnington-Cropsey Cultural Studies Center Award for Excellence in the Arts; recipient of the Paideia Award from the Hellenic society; recipient of the Honor Award from the Philadelphia Chapter of the American Institute of Architects; recipient of the John McArthur Award; recipient of the ICAA Arthur Ross Award; recipient of the Clem Labine Award; recipient of the Fortean Hall of Fame Award. When he is not working, Holm enjoys playing the flute, trombone and guitar as well as reading both literature and poetry. He also reads trade publications and travels to Mexico and England, and loves spending time with his wife, Nancy and their daughters, Alice and Elizabeth. Holm dedicates this recognition to Henry Hope Reid; and also to his sister, Joy Alice Holm.

development. Westwood was able to maintain consistency in our workflow and advance in our efforts to create a single source of truth for our business. It is easy to track your plans, and to see what goals you have set, since it is on the same sys- tem that we use every day in the normal course of business. 4)What are we doing to have healthy employees? Westwood stretches our thinking with ways to encourage wellness and safety as a lifestyle choice. Recognizing that our people are our greatest asset, it only makes sense that wellness has a place in our priorities. We challenge and incentivize staff for participating in healthy activities, which also creates some healthy competition between people and office groups. Whether it is ‘wellness bingo’ companywide or walking and drinking water challenges, making health and wellness fun adds to a positive workplace. And yes, wellness and safety are areas of focus in each of our growth plans! The goal of our growth planning process is to support multi-faceted growth by creating a culture that motivates us to try something new. Simply put – provide the fuel to think outside of the norm and it can be habit forming. Adjust your thought process when responding to a question and make the end result so much better! KEVIN LARABEE is vice president of human resources at Westwood Professional Services. He can be reached at kevin.larabee@ westwoodps.com. “Provide the fuel to think outside of the norm and it can be habit forming. Adjust your thought process when responding to a question and make the end result so much better!”

KEVIN LARABEE, from page 11

2)What do our clients need that they don’t know they need? Our culture of professional and individual growth also helps us to anticipate the needs of a client. As Westwood’s growth planning process challenges each of us to come up with ideas for the future, we become better equipped to apply this thinking toward our work. I personally have found that this consistent exercise stretches how I approach my work and consequently helps me to better foresee the needs of those I serve. 3)How do we respond to areas of the business that need improvement? When something isn’t working well in a busi- ness, it is tempting to look at completely new technologies or external resources to fix the issue. Westwood tries to limit this temptation by first looking inward. The growth planning process provides another great example of this. When imple- menting the program, we wanted the process to be highly effi- cient and effective for staff. We asked, “What technologies are we using now that can be used differently?” and “Who do we have on staff that can help us expand our capabilities?” “The goal of our growth planning process is to support multi-faceted growth by creating a culture that motivates us to try something new.” Tapping into the talent of our team, we were able to weave our growth planning process into our existing ERP/vision system – which minimized our costs and gave staff a tool they were already familiar with using. Even better, it provided a growth opportunity for those involved in program

THE ZWEIG LETTER May 14, 2018, ISSUE 1248

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