Northwoods HRD Consulting - Professional Services
Key Business Focus Areas
Survey Research and Feedback
At Northwoods HRD Consulting, we design employee surveys, analyze results, identify the key issues and develop action plan to resolve these issues, in consultation with the management team and employees.
"Susan Clancy-Kelly presented an analysis of survey data to both executive management and line management. With Susan's guidance, realistic action plans were created to address five opportunities for improvement. These action plans were communicated to all employees and we are proud to say that activities are in place to address each of the focus areas."
Kathleen Bender, Human Resource Manager
Precision Dormer, Crystal Lake, IL
Stakeholder Valuations
We conduct organizational audits of key internal and external stakeholders (customers, clients, partners and employees) to identify needs and expectations. We use these inputs to drive improvements in organizational performance.
“Research on change shows that 70% of change efforts fail”
- Harvard Business School study
We work to guide organizational change by:
- Establishing a sense of urgency and eliciting support for change.
- Creating a vision and a plan for change.
- Helping management to drive change and engage the workforce.
“85% of performance issues are not training related”
- Mager
We identify ways to improve both organizational and employee performance, based on the results of stakeholder valuations and the survey research and feedback.
Performance Management and Employee Development
- We assess and document your existing Performance Management processes and procedures as the first step towards creating a High Performing System.
- We incorporate feedback from the Stakeholder Audits and Survey Research into employee performance reviews and development plans.
- We develop competency-based job descriptions for key employee positions and link these to the individual employee’s evaluation and review forms.
- We identify core competencies and development potential of key employees.
Management Development
- Competency-based and linked to both the organization’s goals and the manager’s personal goals.
- Assessing and developing management competency in the areas of: managing operations, activities and resources, effectively managing change, managing people and their performance and enhancing the manager’s own performance.
- We offer one-to-one coaching in key management skills: time management, decision-making, delegation, people-management and communication skills.
Leadership Effectiveness
Assessing and developing organization leaders in four critical competency areas for improving leadership quality: Critical reflective skills, Strategic thinking skills, Interpersonal skills and Performance enhancing skills.
Instructional Design
First-class corporate learning begins with world-class instructional design; we use the ADDIE (Analysis, Design, Development, Implementation and Evaluation) design methodology to design training and performance improvement interventions. We will design the training and manage the project. If you wish to develop your own training, we can give you the tools and techniques in our Instructional Design workshops.
Customized Training Materials:
- Instructor guides and presentation materials
- Student workbooks
- Job aids
- Design of computer-based training
Project management:
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We manage the instructional design process from needs-assessment through evaluation
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Form the development team
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Create project timelines and plan
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Follow through and monitor progress to plans
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Produce materials to meet deadlines
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Follow up after project completion
Your competitive advantage depends on your ability to quickly develop leadership capability throughout the entire workforce. A mentoring program with an experienced leader and manager is one way of bringing this about.
We see mentoring as a sharing of wisdom and experience.
Our mentoring program is:
- Designed for professionals who either formally or informally manage, coordinate, or supervise the work of others.
- Career-focused or focused on professional development that may be outside an employee's normal area of work.
- Helps employees maneuver successfully through the organization and their career.
- Lasts for a specific period of time in a formal program, at which point it may continue in an follow-up mentoring relationship.
- Particularly beneficial for women and minority professionals who may experience difficulty accessing institutional knowledge.
To learn more about how mentoring can create relationships that will drive your employees and your organization forward, contact Susan (info@ with Subject of mentoring).
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