Developing Strategic HR Professionals

Some of what we can do

Many are called—business partners
             few are chosen—to actually “sit at the table”
                        and fewer still—participate as equal partners at the table                                

We have the experience and the tools and approaches to transfer the know how to HR professionals—those who have the inclination and price of entry skills—to operate more strategically and deliver high impact value. We can:

• Coach senior HR executives to re-shape their role, increase the rigor of their strategic thinking and develop and use power and influence—all in the service of creating and implementing a more strategic HR agenda.

• Create a development process/program to upgrade the skills of a group of HR professionals. We blend a variety of leaning vehicles—classroom, teleconferences, web conferences, projects and coaching to support development. Typical learning targets are:
  
  
  • Deep understanding of the business strategy and how to translate that into people solutions.
    
  
  
• How to approach problems from a business and organization-as-a-system perspective to create powerful solutions versus peddling HR products.
  


• Using business acumen to frame problems and talk the financial language of business.
  


• Improving coaching and influence skills to impact leadership behavior and decision-making.

• Provide a single shot development experience for HR leaders focusing on one aspect of development—innovation, coaching, business acumen, HR strategy development.

Example:

A division of a Fortune 500 company wanted to significantly increase the strategic HR skills of a team of senior generalists, so Jeannie:

• Created three on-site workshops and one virtual teleconference seminar delivered over a 12 month period to increase knowledge and skills and provide practical tools for application. The learning agenda included:

• Fundamental ways to view the HR strategy role, key mindsets and capabilities.
  


• Business acumen knowledge and skill upgrade.
  


• Value added practices and approaches to work with Talent Management (teleconference seminar and companion guide).
  


• Just-in-time skills and approaches to support culture change.

• Worked one-on-one with a high potential HR executive to design a process for creating an individualized strategic consulting practice plan including targeted personal development. Then delivered the process in a hands-on planning and learning session to the whole group.
  

Resulting in increased impact and credibility as they helped line clients get better results. This team began thinking in new ways about their role and trying out new tools and skills to work in new ways with their clients.