At some time or another, we are all faced with the challenge of getting others to buy into our ideas. It can be a daunting task. Here are a few tips to help you think about your approach.
We need both quality and divrsity in our organisation population. Ruth explains what happens when we have too mucj of a focus on one of the other or neither. To achieve Synergy and Performance we need a strong focus on both. We also need to be alert to diversity in our clients and avoid stereotyping. We need to check our assumptions about what is normal and adjust to the reality of our client's world.
Being sensitive to the diversity of the individuals, teams and populations we want to influence. People are diverse in terms of age, gender, religion, ethnicity, sexual orientation, national culture, professional experience. When influencing we need to keep these things in mind. Ruth gives a number of examples of how a lack of understanding of the differences of the target group for influencing leads to a complete failure in successfully achieving the influence objectives.
We provide two quite distinct services under coaching - We help managers to become better coaches and we coach individual managers to either address particular issues or to realize their potential.
A discussion of the "brand" of HR and how HR might or should position itself versus customer groups. What services does HR provide and how does it label and position the offering? Should there be more emphasis on benefits as opposed to selling features?
A presentation and discussion of the challenges and issues for a functional support specialist in being accepted as a partner by line managers and business decision makers.
Some guidelines on a critical skill for a leader in developing personal skill in coaching others.
Increase your Business Impact as a HR professional - Open Program
9-11 December 2014 we will also organise 3 days program "Increase your Business Imapct as a HR Professional". Build the skills to be credible as a partner in business decision making:
These are examples of what some companies are doing in terms of Talent Management and development based on what they have published on their official websites.
Some key messages from an article in HBR July-August 2009, Sylvia Ann Hewlett, Laura Sherbin, and Karen Sumberg, The Center for Work Life Policy, New York - "How Generation Y and Baby Boomers will reshape your agenda" http://hbr.org/2009/07/how-gen-y-boomers-will-reshape-your-agenda/ar/1