Our experience

project examples

Our Experience

With over 20 years’ experience and satisfied client partners across markets and industries, we are not new to this rodeo. We pride ourselves on practical, proven practices and exceptional client service, as well as other key differentiators that represent our greatest value:

Address your needs…period. We do what needs to be done.

We focus on solutions that tackle root causes, thrive through change, and achieve targeted results. Our solutions are comprehensive, integrating our expertise across multiple arenas –  Human Resources, organization development, leadership development, team development, and learning –  so we know they will stick. And, we have no fear performing all the roles required to get the job done right – business advisor, project leader, expert, collaborator, facilitator, and coach.

Accelerate growth and success of your business and people. You don’t have to choose.

Our goal is to elevate and transform people practices, giving people leaders and functions the strategic focus and influence to make effective change. We help to balance the needs of the business and the needs of your people, so everyone wins. We also do not start from scratch, taking advantage of proven internal practices and other relevant interdependent work to fast-track your progress and sustain your success.

Raise the bar. Why not!

Our contributions are made with an unparalleled work ethic, passion for excellence, and standards of integrity. We push beyond the status quo and search for opportunities within reach and results just beyond your imagination. Some of the best ideas are missed or minimized because of a premature “no” or a “just because” …. how about a “why not?”

Position you to lead. It’s your journey.

Our goal is to build client capability and independence long-term. We know there is genius in every organization and that success is driven by those who choose to share it and lead. It is our job to help engage champions and leaders across the organization to take ownership of the “why” and invite everyone to be a valuable part of the process. If we do our job right, we will get out of the way so you can do yours.

 

Cultivate Leadership Culture

Redefine and Elevate Performance

Build Leadership Brand and Pipeline

Strengthen Team Charter and Engagement

Transform Business Process and Technology

Establish Centralized Function

  • Engage 100%

Cultivate Leadership Culture

Challenge: A healthcare system experienced a recent merger requiring it to re-establish one culture across its multi-site system. With a focus on the leadership population as the strategy, we partnered with talent leaders and the Executive team to implement a three-phase approach to: 1) build consistent leader capabilities, 2) break down silos and reinforce a community, and 3) increase engagement of leaders and their staff.

Our role: Lead the customization and facilitation of leadership fundamental workshops for new leaders, Talent Talks on hot topics for top level leaders, and modular and experiential learning with assessments and ongoing evaluation to track impact.

Impact: After phase one, 227 participants of the 300+-leadership population engaged with an average score of 3.8/4.0. Qualitative comments by participants were positive “want more keep offering.” Training transfer metrics showed marked improvements in leader effectiveness and confidence by participants and supervisors of new leaders up to six months after attendance.

“Sophia has the ability to expertly facilitate workshops with the right combination of education, passion and humor. Her attention to creating an atmosphere of trust in the process of learning and discussion makes for a unique experience collectively and individually.”

Director of OD & Learning

  • EVOLVE 100%
  • Engage 100%
  • EXCEL 100%

Redefine and Elevate Performance

Challenge: Student Affairs in the medical school environment is integral to the health and overall success of medical students in specialty and residency program placement, and graduation. Student Affairs functions across medical institutions in the USA vary in their ability to provide consistent, high service levels to students. It was identified as a critical path to define, elevate, and grow this function as a priority across medical institutions.

Our role: Partner with a team of cross-institution leaders to: develop one definition of Student Affairs for all medical institutions; develop and validate a competency framework that aligns with relevant accreditation requirements; customize a performance management process and supporting tools; and co-facilitate the rollout of performance management at conferences across the US. To build capability, we co-designed/developed and facilitated webinars and blended learning solutions in response to survey findings (also co-developed with in-house evaluation expert).

Impact: The performance framework and performance management process and tools are integrated in institutions across the nation, supporting quality hiring, promotion, development, and staff development decisions. The framework is used as a key resource to improve position and perceived value of Student Affairs across the institution.

“As a trusted business partner for the past 15 years, we have come to trust Sophia’s ability to work effectively with many different groups across a variety of strategic and operational business issues.  Sophia has demonstrated keen insight in working with individuals and groups and seems to instinctually know just how to tailor programming to help those individuals and groups build their capacity and achieve their goals.” 

Chief Learning Officer and Director of Learning, Organization Development & Evaluation

  • EVOLVE 100%
  • Engage 100%
  • EXCEL 100%

Build Leadership Brand and Pipeline

Challenge: The organization had a diverse work force, with varying expectations of leaders and growth potential in its flat structure. The priority was set to define a leadership brand, build targeted leader capability, and equip the organization with mechanisms to build the leadership pipeline and engagement.

Our role: Partner with Talent Leaders and the Executive Team to: develop and validate the Leadership Profile, customize a 360-degree assessment, and design, develop, and implement a comprehensive high-potential leadership program –  consisting of executive coaching, targeted learning, action learning project teams, and Capstone presentations. STS HRC continues to serve as a program facilitator and coach.

Impact: Over a five-year period, the program evolved and has proven to be a significant lever to talent and business success. Since its establishment, 63 participants have engaged in the program, of which 35% have been recognized/promoted into higher level leadership roles, and with 83% project recommendations implemented; translating into significant process improvements, cost savings, and strategic business growth.

“STS HRC stands apart in the market because of the energy, personalization and genuine interest they take in the project. Sophia can take a concept and push YOU to come with something tighter or bigger. She could just come in and fix things, but instead, she teaches you how to think in a way that you can do that yourself.”

Talent Development Supervisor

  • EVOLVE 100%
  • Engage 100%

Strengthen Team Charter and Engagement

Challenge: A centralized organizational unit was formed as a mandate from executive leadership. At the time, unit team members were decentralized and forced to shift to a new role without choice or transition mid-stream while supporting a large annual initiative. The team was experiencing significant challenges due to poor change management, lack of role clarity and shared purpose, and low morale and trust.

Our Role: Partner with Chief Learning Officer and Unit VP to design and implement process to give team members a voice, develop a shared mission and strategy to support service delivery and change management.  Develop, facilitate, and analyze one-on-one interview protocol to identify trends across team members. Facilitate two customized team retreats building in learning, change management, and strategy and team definition activities; and provide ongoing coaching and support to Unit VP. 

Impact: Morale and trust improved as team collaborated to define team purpose, value proposition, and strategic priorities. Unit structure was revisited, shifting staff to better align with strengths and client relationships and building case for increased headcount.

“We have worked closely with Sophia on large change initiatives, developing strategy for new functional units within an organization, and designing and developing a professional development framework for professionals working in the healthcare environment.  With her help, we have successfully addressed the needs of the group and put into place a long-term strategy for ongoing individual development in service of the mission of our members.  Her work with us has been so potent and so powerful because it has such ongoing impact.”

Chief Learning Officer and Director of Learning, Organization Development & Evaluation

  • EVOLVE 100%
  • EXCEL 100%

Transform Business Process and Technology

Challenge: Hospital system had medical records system and process in place for over 15 years. Despite system challenges, staff was reluctant to shift to new system because of the change required (e.g., roles, daily operations, inter-department processes). The business required the new system to improve patient safety, data accuracy and integration, and industry compliance.

Our role: Serve as overall change integration expert and advisor to department leads: led stakeholder analysis and advised on customized rollout needs by departments, facilitated process identification and tool development to support champions in enabling change to targeted audiences, helped troubleshoot/resolve specific change issues/audiences, and developed change resources to support overall system rollout (e.g., weekly newsletters, brown bags, change topics and huddle checklists).

Impact: Successful phased rollout and integration of system: leadership execution of change tools/tips; increased role clarity and buy-in across stakeholders; data collection and targeted actions for resolution/buy-in; simplified and targeted communication to anticipate/meet stakeholder needs.

“The range and depth of HR expertise STS HRC brings to the table has allowed our organization to partner with STS HRC on multiple efforts. We know that when we work with STS HRC it will be a positive experience and we will have high quality deliverables, on time and on budget.”

Director of Human Resources

  • EVOLVE 100%
  • EXCEL 100%

Establish Centralized Function

Challenge: Project management was decentralized throughout the organization, with significant costs to the business due to lack of standards and overall strategic integration, and varied staff capability levels. The trend of larger scale, cross-functional projects further prompted the imperative to centralize the function.

Our role: Prepare the organization for full execution of the Enterprise Project Management office (EPMO) through partnership with CHRO and EPMO VP and cross-functional leaders to: articulate EPMO strategy, design EPMO structure and position descriptions, develop and execute selection process (e.g., behavioral based interviews, assessments) for internal placement and external hires, and provide project and change management support.

Impact: EPMO is fully staffed and functioning, helping the organization realize significant cost savings in personnel and project efficiency, and gains in strategy execution.

Our Client List

Consumer Products:

Sara Lee Corporation

Education & Research:

American Association of Medical Colleges

Follett Corporation

Learning Point Associates

National Association of Advisors for the Health Professions, Inc.

Finance:

Chicago Mercantile Exchange Group

Food:

Tyson Foods Inc.

Healthcare & Fitness:

Chicago Metro YMCA-Heritage Group

Edward-Elmhurst Health Services Corp.

Healthcare Financial Management Assoc.

Sg2, LLC

Hospitality & Entertainment:

Pirates Cove Management

Q Center

Insurance:

Allstate Insurance Company

Trustmark Insurance

Marketing:

Pampered Chef

Manufacturing:

Panduit

Pharmaceutical:

AbbVie

Baxter

Professional Services:

Crowe

Huron Consulting Group

The Claro Group

West Monroe Partners

Transportation:

Cory Companies

TTX

What People Are Saying

“Sophia has the ability to expertly facilitate workshops with the right combination of education, passion and humor. Her attention to creating an atmosphere of trust in the process of learning and discussion makes for a unique experience collectively and individually.”

Director of OD & Learning

 "Having Sophia on our team has been integral to the strategic design of our organization-wide diversity initiative… Sophia created a strategic, data-driven, integrated approach for us to identify and position our diversity priorities for long-term success. Her leadership, expertise, and commitment to our future have truly made STS HRC a life-long partner of our organization.”

President/CEO

“As a trusted business partner for the past 15 years, we have come to trust Sophia’s ability to work effectively with many different groups across a variety of strategic and operational business issues.  Sophia has demonstrated keen insight in working with individuals and groups and seems to instinctually know just how to tailor programming to help those individuals and groups build their capacity and achieve their goals.” 

Chief Learning Officer and Director of Learning, Organization Development & Evaluation

“STS HRC stands apart in the market because of the energy, personalization and genuine interest they take in the project. Sophia can take a concept and push YOU to come with something tighter or bigger. She could just come in and fix things, but instead, she teaches you how to think in a way that you can do that yourself.”

Talent Development Supervisor

“STS HRC’s combination of HR solutions development, process orientation, professionalism, and commitment to execution was key to the design, development, and implementation of our division’s mentoring program. Our partnership with STS HRC was the key to our success.”

Associate Director of Information Technology

“We have worked closely with Sophia on large change initiatives, developing strategy for new functional units within an organization, and designing and developing a professional development framework for professionals working in the healthcare environment.  With her help, we have successfully addressed the needs of the group and put into place a long-term strategy for ongoing individual development in service of the mission of our members.  Her work with us has been so potent and so powerful because it has such ongoing impact.”

Chief Learning Officer and Director of Learning, Organization Development & Evaluation

“The range and depth of HR expertise STS HRC brings to the table has allowed our organization to partner with STS HRC on multiple efforts. We know that when we work with STS HRC it will be a positive experience and we will have high quality deliverables, on time and on budget.”

Director of Human Resources