Choose your Class
Today’s business professionals work in complex, demanding and resource-constrained environments. Unfortunately, despite the best efforts of HR practitioners, established leadership practices continue to assume organizations operate like machines, that change can be planned and executed by leaders at the top, and that the role of HR is to find a fast solution to every organizational problem.
The challenge for today’s HR professionals is to help leaders shake off traditional mental models and learn more effective approaches that foster self-organization, innovation and emergent change. In concert with this, HR practitioners must “tune up” their own diagnostic skills, understanding that their ability to listen and bring awareness to a situation may be the most powerful instrument they have to offer in helping their clients navigate rapid, dynamic change.
Key outcomes
- Learn a flexible consulting model that improves diagnostic capability and enables innovation and adaptive change
- Develop the role of trusted advisor, able to "think with" not "think for" business clients
- Recognize outdated habits of thought and experiment with new solutions to complex problems
- Diagnose the root causes of problems and avoid "ready, fire, aim" solutions
- Build strong partnerships with clients that enhance their ability to find suitable solutions
- Experience a safe practice field to apply the consulting model and tools to real business issues
- Focus on small wins that create sustainable change
- Apply skills and tools to influence change within organizations, including:
- Responding immediately to emergent opportunities for change
- Recognizing and leveraging dynamic tensions and resistance
- Using dialogue and inquiry to explore challenges and difficult topics
- Fostering people's natural ability to self-organization and innovate
Who should enroll
HR Practitioners who are responsible for partnering with business leaders to influence decisions impacting the workforce and/or aspire to advanced senior-level HR roles