KIM A. NUGENT CONSULTING LLC
HR | TALENT MANAGEMENT | CULTURE | OD | TEAM EFFECTIVENESS
CHANGE MANAGEMENT | LEADERSHIP DEVELOPMENT | DIVERSITY
Welcome to Kim A. Nugent Consulting LLC, a Consulting Firm that helps businesses like yours align its workforce and HR strategies with business priorities.
ABOUT KIM
Kim Nugent, based out of Chicago, has more than 20 years’ consulting experience. Kim’s expertise is in strategy (culture, HR, workforce, total rewards); organization development; and talent management.
She has consulted in many industries, with a few notable clients over her career including: ACNielsen, Booz Allen Hamilton, Cigna, Eli Lilly and Company, Johnson & Johnson, Microsoft, Stanford University, U.S. Steel and United Airlines. She also served as an interim leader for an organization’s Talent Management function, of more than 30 employees.
She publishes and speaks on culture, talent management, and workforce engagement topics. Two of her recent LinkedIn articles are: Approach 2020 HR Priorities with a Design Mindset and Just Do It -- Have a Career Conversation. She appeared on the Engaging Leader’s 198th Podcast to talk about: Getting More Collaboration and Accountability from Your Team. She recently authored an opinion piece in Chicago's HR Leader Blog:: Today, DEI is About More Than Diversity, Equity and Inclusion.
She previously worked with Watson Wyatt (now Willis Towers Watson) and Mercer. She is a graduate of the University of Notre Dame. For more on Kim, see her LinkedIn Bio or
Email her at kim@consultingnugent.com.
A FEW PROJECTS (FOR MORE CLIENT WORK EXAMPLES, SEE LINKEDIN)
CAREER PATHWAYS
Led 8 design teams, representing all professional functions in a leading strategy and technology organization, to create and implement new competency-based career models; organization is recognized on Fortune’s “100 Best Companies to Work for” list.
LEARNING IN A DIGITAL WORLD
Explored different modalities for tapping into free and paid-for digital learning to re-imagine approaches to Learning & Development for an organization with over 16,000 employees.
SUPPORT DEVELOPMENT OF NEW OD FUNCTION
Developed codified, on-line toolkits for large dispersed OD team on the topics of consulting & team effectiveness. Streamlined methodology, templates & wisdom in each toolkit so OD would approach its internal clients with a common point of view & not have to reinvent the wheel.
PERFORMANCE MANAGEMENT
Benchmarked global performance management trends to help Fortune 50 company inform its performance management system redesign, including a decision on a rating vs. no-rating approach, as well imrpoving its calibration process.
HOW I WORK & FEEDBACK FROM COLLEAGUES AND CLIENTS
I am a thinker, doer and facilitator who leads diverse client teams to get impactful stuff done (often in the HR/talent management space). My true curiosity in learning about the people (stories, skills, wisdom) working alongside me have often led to great working relationships and seeing interventions implemented.
Kim is both strategic and gets things done. She is a creative change leader, as well as great project manager and brings her deep knowledge to practical application. But really most important is her ability to build deep relationships with clients, coworkers and friends. She is a dedicated friend to the people she encounters in all kinds of settings.
Kim made an exceptional contribution during a very turbulent time at one of my previous employers. She implements talent strategies that drive meaningful change. She exemplifies the qualities of a servant leader.
Kim has been my go to person for Talent Management expertise for years. Kim through her research, work with clients and connections in the industry is always on the pulse of what is coming, what works, what doesn't and how to be a trusted advisor to clients in this space. Kim is sharp, smart and easy to work with. She always meets deadlines and pushes appropriately to ensure the best outcome for her clients.
SOME OF MY PARTNERS
when projects require a team approach and integrated solutions
Throughout my career, I have built enduring work relationships with diverse thought leaders. I don't have to "got it alone" if a project requires collaboration. These relationships continue in my work today.
CAREER PATHWAYS & DEVELOPMENT
COMMUNICATION & CHANGE MANAGEMENT
PERFORMANCE MANAGEMENT
DIVERSITY, EQUITY & INCLUSION
HR OPTIMIZATION
THOUGHT LEADERSHIP
what I've recently recorded and published
TODAY, DEI IS ABOUT MORE THAN DIVERSITY, EQUITY & INCLUSION
IT’S ABOUT JUSTICE AND DOING THE WORK.
IS YOUR ORGANIZATION READY?
LEADING DURING TOUGH TIMES
WHAT WILL YOUR LEADERS BE REMEMBERED FOR IN 2020 AND BEYOND?
to address front-line and early career leaders' under-development and build their engagement
As I talk to clients and colleagues, organizations are investing time and attention in leadership development at the top of the house. Entry-level leadership/manager development investments are spotty, but highly needed.
OVERVIEW
What: 4, 90-Minute Interactive Sessions (includes 1 facilitator, session decks & prework/resource handouts with suggested podcasts, videos & articles)
Who: For up to 30 of your frontline leaders
When: You decide (we suggest 4 consecutive weeks)
Where: Online
SESSIONS
I. What Effective Managers Do | Be self-aware about your strengths and challenges during tough times
II. Using Communication to Lead | Activate your communication, empathy and influence skills to lead
III. Teambuilding, including Virtual Meeting Facilitation | Tap into the techniques that ensure engagement
IV. Emotional Intelligence | Build trust and engage in productive conflict
WHERE I AM LEARNING
I am active learner -- always reading, observing and learning from project challenges and debriefs too.
A few sources I recommend with some insights from each:
Parker urges readers to get really specific about what they want to accomplish and achieve through a gathering, including organization meetings. She says: “drill baby drill” — ask “why?” until you find an articulation of what you truly need to accomplish. By doing this, you will move from a “basic, boring purpose” to one that is “specific, unique, and disputable. “The purpose of your gathering is more than an inspiring concept. It is a tool, a filter that helps you determine all the details, grand and trivial.”
Just one dose of daily insight: "When everyone wants to be the smartest person in the room,teams become dumb and dumber.
When people strive to raise intelligence in the room, teams become smarter.
Surround yourself with people who focus more improving others than proving themselves."
From Episode 7 with Dr. Laura Quiros:" Unconscious messages of privilege, rank, and power come through in routine behaviors. Take notice of:
Whom you sit next to in meetings
How often you speak in meetings
Are some people (including yourself) becoming silent when certain topics come up?
Do you check in with those that were silent after the meeting?
Are you inclusive in your emails?
This work calls for humility and vulnerability, and we must be brave to exhibit those characteristics. Consciousness is a choiceInclusion calls for curiosity, without making assumptions."
CONTACT KIM A. NUGENT CONSULTING LLC
whether you have a specific project need, or you have a challenging workforce problem but don't know where to start; or
your staff needs an extra set temporary hands to get the work done; or
you are looking for meeting facilitation or coaching assistance.
Chicago, IL
