Day 1

Self-awareness and HR leadership

Objective: to provide you with an insight into yourself, greater clarity as to the demands of modern strategic HR leadership, and what your personal profile means in terms of those demands.

• modelling the transition of the HR function from transaction provider to strategic partner
• leadership profiles for strategic HR roles, including identifying role models
• understanding individual diagnostic results in terms of the demands of the Strategic HR role
• cultural implications in your organisation and understanding the impact of culture on the demands of HR leaders
• receiving and understanding your leadership style and capability feedback.
  

Day 2

Creating an Integrated HR Strategy

Objective: to understand the difference between strategy, vision and business case and enable you to construct and refine HR strategy, vision and a business case for your organisation.

• understanding the links between business and HR strategy
• diversity and its importance in strategy
• identifying ways through barriers to HR contributing strategically
• strategic thinking behaviours
• understanding the importance of creating visions that provide clarity and inspiration. 
  

Day 3

Influencing Strategy and Stakeholder Management

Objective: to enable you influencing skills in order to make your voice heard at the strategic decision making table.

• the difference between levels of influence and the components of successful influencing
• The Influencing model:
  • Stage 1: What are we trying to achieve? – strategy and vision definition
  • Stage 2: Where are you currently? – current reality and gap analysis between current reality and ideal future state
  • Stage 3: Who are your stakeholders? – mapping of stakeholders
  • Stage 4: Understanding different people – individual differences and influencing
  • Stage 5: Different strategies – different influencing strategies and their usage
  • Stage 6: Behaviours to make the strategies work – applying requisite leadership skills for influencing and managing stakeholders, including board level.