High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Agile HR or Talent Management as we call it in Agile organizations turn the entire organization around. It’s employees centric, delivering value to the whole organization. At a glance, not much had changed. We still need to hire people, take care of people growth, do evaluations. Only the way we work changed significantly as the focus shifted to support the overall employee experience. Interested in what does that mean? Let me guide you through the change of mindset, practices, and tips on how to build the new Agile HR.
LO:
- Understand the fundamental need behind the Agile HR shift
- Be aware of how HR can help the organization to change the mindset
- Know what practices to avoid
- Get a number of useful practices to become your Agile HR journey
How to level up learning and developmentChris Smith
Learn about Redgate's journey so far with learning and development at Redgate. We’ve tried golden tickets, 10% time, down tools weeks, katas and guilds - and still something was missing. We’ll tell you about how our efforts brought us to curating and organising our own product development conference and what happened as a result.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
High-Impact HR: Building a Business-Driven HR OrganizationJosh Bersin
This presentation summarizes some of Bersin by Deloitte's latest High-Impact HR research, focused on helping organizations restructure and redesign their HR organization (and the team) in a new way. Our research shows that a new model is needed - one led by specialization, business-oriented HR leaders embedded in the business, and what we call "networks of expertise" to replace the "centers of expertise" typically considered. All this, combined with self-service technology and easy to use service delivery focuses on empowering HR to be "management focused," leverage data, and support the business in new ways.
New skills and capabilities of HR are briefly included.
Agile HR or Talent Management as we call it in Agile organizations turn the entire organization around. It’s employees centric, delivering value to the whole organization. At a glance, not much had changed. We still need to hire people, take care of people growth, do evaluations. Only the way we work changed significantly as the focus shifted to support the overall employee experience. Interested in what does that mean? Let me guide you through the change of mindset, practices, and tips on how to build the new Agile HR.
LO:
- Understand the fundamental need behind the Agile HR shift
- Be aware of how HR can help the organization to change the mindset
- Know what practices to avoid
- Get a number of useful practices to become your Agile HR journey
How to level up learning and developmentChris Smith
Learn about Redgate's journey so far with learning and development at Redgate. We’ve tried golden tickets, 10% time, down tools weeks, katas and guilds - and still something was missing. We’ll tell you about how our efforts brought us to curating and organising our own product development conference and what happened as a result.
A presentation describing HR Business Partnering in terms of its principles, methods and metrics, using Management Consultancy as a benchmark to identify their approaches to adopt within an internal HR team.
What changes are needed in management and leadership to move towards the new lean culture of creative and knowledge work?
My presentation from Agile Finland's Modern Agile Breakfast.
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
Actividades Habilitadoras para adoptar un portafolio Ágil.pdfGiovanny Cifuentes
Antes de iniciar la adopción de un portafolio ágil nos enfrentamos a diferentes desafíos tales como los procesos de gestión, gobierno para la toma de decisiones, herramientas tecnológicas, definiciones metodológicas entre otras. En esta charla se presentarán algunas recomendaciones previas para la adopción de un portafolio ágil que sirven de habilitadores durante la adopción de un portafolio ágil.
This guide summaries a successful Agile transformation in Telco with a related case study.
Do not take the described steps of this guide as the only way to be successful, there can be many other alternatives for sure. However, this guide explains a way thats experienced to be successful in many companies and under different circumstances.
Looking forward to hear your comments & suggestions
Thanks
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Shaping your Employee Experience through Design ThinkingSara Coene
We define employee experience as seeing the world through the eyes of our employees and staying connected to their wants and needs, so they are committed to the larger business goals and results.
As the war for talent heats up, many companies have appointed a Head of Employee Experience and are developing a strategy to create an employee experience which takes into account the physical environment employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.
HR leaders are leading this effort by reaching outside of the HR function to partner with Marketing and Internal Communications in order to create one seamless employee and customer experience. Making the workplace an experience allows companies to embed their culture and values in the workplace and use this to recruit and retain top talent.
In this slideshare you learn about employee experience, why it is so important to put your people first and what the (new) role of HR is.
Sara Coene is Organisational Change Coach, Employee Experience Designer and Design Thinking Facilitator supporting organizations and leaders in their change, with strong focus on team dynamics and development, using co-creation, visual design tools and insights from behavioral science. She is currently working as strategy designer & managing partner at Bedenk, a Belgium based business creativity agency making organizations futureproof.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
An integrated approach to talent management is all about the integration of business strategy and talent processes. This journey involves complex talent needs, dynamic business strategy, key skills development, cutting-edge technology, new initiatives and learning innovation. Dr. Selvan D, under whose leadership Wipro’s talent transformation function has won the ASTD BEST Award six times in a row, will share some of his ideas implemented at Wipro, including:
• Integrating learning strategy with business strategy using a multigenerational workforce approach.
• Moving from strategy to day-to-day action.
• Learning innovations that deliver results, including mobile learning, learning in a box and video-based learning.
• Learning on the go for senior management.
Dr. Selvan D, Senior Vice President, Talent Transformation, Wipro Technologies
The major criteria standing in the way of agile adoption or improvement are in the hands of managers, not the teams themselves. But many managers have been trained to think in ways that are a century old.
Agile organisations require a new mode of management and a new style of leadership. This talk discusses why this is and what this new paradigm might be like for your organisation.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
dr Agata Dulnik - Supporting leadership effectiveness during times of rapid o...Certes
Wspieranie skuteczności liderów w czasach szybkiej zmiany organizacyjnej – studium przypadku
» Ludzka strona fuzji i przejęć
» Rozwój przywództwa w fuzjach i przejęciach
» Action Learning jako kluczowy komponent rozwiązania
What changes are needed in management and leadership to move towards the new lean culture of creative and knowledge work?
My presentation from Agile Finland's Modern Agile Breakfast.
HR Strategy - How to develop and deploy your hrm strategy - a manual for HR ...Anne Van de Catsye
Is your organization in need of a long term strategy for managing HR? Does your CEO challenge you to come up with HR plans that are aligned with the business plans? Do you have a strong strategic HR plan in your head but little time and no standard templates to turn this plan into a formal HR Strategy Document?
Having a clearly defined Strategic HR Plan helps you to become a strategic HR Business Partner, and will increase your credibility with Senior Management.
It will also help you to follow up on defined HR actions and report on progress in a highly professional way.
This manual explains in detail the 4 major steps to execute when defining and implementing your own HRM Strategy. You can use this manual as a guide during your projects, or as a development tool for your team.
Content within this Guide:
1. The Theory : Introducing the Concept & ModelWhat is Strategic HRM?
2. The Practice : A roadmap for creating your HRM StrategyHow to develop your HRM Strategy?
3. The Experience : Sharing experiencesHow to be successful?
Actividades Habilitadoras para adoptar un portafolio Ágil.pdfGiovanny Cifuentes
Antes de iniciar la adopción de un portafolio ágil nos enfrentamos a diferentes desafíos tales como los procesos de gestión, gobierno para la toma de decisiones, herramientas tecnológicas, definiciones metodológicas entre otras. En esta charla se presentarán algunas recomendaciones previas para la adopción de un portafolio ágil que sirven de habilitadores durante la adopción de un portafolio ágil.
This guide summaries a successful Agile transformation in Telco with a related case study.
Do not take the described steps of this guide as the only way to be successful, there can be many other alternatives for sure. However, this guide explains a way thats experienced to be successful in many companies and under different circumstances.
Looking forward to hear your comments & suggestions
Thanks
The Transformation of Talent Management presentation takes an in depth look at the challenges facing the HR community as professionals attempt to navigate the changing Talent Management landscape. The piece is full of insights and thought leadership. The data was gathered as part of a survey conducted by the HR Exchange Network on the topic.
Shaping your Employee Experience through Design ThinkingSara Coene
We define employee experience as seeing the world through the eyes of our employees and staying connected to their wants and needs, so they are committed to the larger business goals and results.
As the war for talent heats up, many companies have appointed a Head of Employee Experience and are developing a strategy to create an employee experience which takes into account the physical environment employees work in, the tools and technologies that enable their productivity, and learning to achieve their best at work.
HR leaders are leading this effort by reaching outside of the HR function to partner with Marketing and Internal Communications in order to create one seamless employee and customer experience. Making the workplace an experience allows companies to embed their culture and values in the workplace and use this to recruit and retain top talent.
In this slideshare you learn about employee experience, why it is so important to put your people first and what the (new) role of HR is.
Sara Coene is Organisational Change Coach, Employee Experience Designer and Design Thinking Facilitator supporting organizations and leaders in their change, with strong focus on team dynamics and development, using co-creation, visual design tools and insights from behavioral science. She is currently working as strategy designer & managing partner at Bedenk, a Belgium based business creativity agency making organizations futureproof.
HR Transformation-HR Business Partnering - Services HRBP-Consulting 03 2013Sabena Aerospace
Our website is under construction and will be launched soon. Would you like to know more about our HRBP-Consulting services, have a look at the ppt presentation.
Don't hesitate to contact us to better understand your HR business needs and design your customized HR solution.
Did David Ulrich miss something in his HRBP model?Brian Fenton
David Ulrich's HRBP model has been widely used as the standard for the role of HR in organisations. But is there perhaps a key element that is either missed, or hidden that is critical the success of HR in organisations?
The HR Business Partner is the most critical role in the modern HR Model. The HRBP is the employee, who acts as the single point of the contact for internal clients. However, the HRPB is not a pure sales person. The HRBP influences the work of Human Resources, participates in setting HR Goals and Objectives, leads difficult projects and collaborates with HR Centers of Excellence.
The role is critical, but many companies fail in choosing right employees for the position. The HR Business Partner has to be highly skilled and has to understand to all HR processes to sell them the right way.
An integrated approach to talent management is all about the integration of business strategy and talent processes. This journey involves complex talent needs, dynamic business strategy, key skills development, cutting-edge technology, new initiatives and learning innovation. Dr. Selvan D, under whose leadership Wipro’s talent transformation function has won the ASTD BEST Award six times in a row, will share some of his ideas implemented at Wipro, including:
• Integrating learning strategy with business strategy using a multigenerational workforce approach.
• Moving from strategy to day-to-day action.
• Learning innovations that deliver results, including mobile learning, learning in a box and video-based learning.
• Learning on the go for senior management.
Dr. Selvan D, Senior Vice President, Talent Transformation, Wipro Technologies
The major criteria standing in the way of agile adoption or improvement are in the hands of managers, not the teams themselves. But many managers have been trained to think in ways that are a century old.
Agile organisations require a new mode of management and a new style of leadership. This talk discusses why this is and what this new paradigm might be like for your organisation.
What do next generation leaders say they need to be 'future ready'? This report is from 200+ next generation leaders attending the #AICPA_EDGE Conference in Las Vegas in August, 2016.
Next Gen leaders will be called to lead in a different environment than many leaders of the past. These times of exponential change will require a different skill set. They will be leading in transformational and adaptive times which require new skills and new practices.
This report highlights top challenges, top skills, insights from the session and more.
These polls were integrated during a presentation on "The Future Ready CPA" where we covered the 5 C's - Context, Certainty, Capacity, Competency, and Core Purpose & Values.
We are living in “exponential times” where the size, scale and scope of change is incredible. That means there are incredible opportunities for those who can see through the fog of uncertainty and anticipate what’s next. The biggest opportunity is to harness the wisdom of our older generations with the fresh perspectives of the tech-savvy younger generations. The next generation of leaders is enthusiastically ready to have a seat at the table. The future is not created; the future is co- created. Let’s get to work!
dr Agata Dulnik - Supporting leadership effectiveness during times of rapid o...Certes
Wspieranie skuteczności liderów w czasach szybkiej zmiany organizacyjnej – studium przypadku
» Ludzka strona fuzji i przejęć
» Rozwój przywództwa w fuzjach i przejęciach
» Action Learning jako kluczowy komponent rozwiązania
Performance through agility generic v2.2 seminarRobert Twiddy
Agility Way provides training and coaching services in Performance Through Agility. This presentation fro a seminar that took place in Bangkok in September 2018
In-depth discussion of HR Key Performance Indicators - selecting, measuring them, and designing tracking and decision processes to enable a strong, sustaining competitive advantage in your business... This deck was presented on 4-7-2015 as part of a BLR sponsored Webinar .
Being a Cultural Warrior: 3 Proven Practices for Driving Engagement and Effic...Snag
Whatever your organization is designed to deliver, whether it’s a product or a service, you will win or lose based on how well your people are able to work and perform as a team. If you have have the best processes in the world, but your people don’t really care, you can be good, but you will never be awesome. And if you aren’t after awesome, what are you after?
With extensive experience in the manufacturing biz, Beau Groover, the former Director of Lean Supply Chain with Serta Simmons Bedding and Founder and President of The Effective Syndicate, will share what he’s learned from two decades in the service industry that will help you align your people, processes and products ... and make your business thrive.
Check out our joint presentation, ‘Being a Cultural Warrior,’ with TalentStream and Beau Groover to:
-- Define clearly what the vision, mission and values are that represent your brand and motivate your team
-- Uncover how to effectively evaluate your team … and yourself
-- Understand what being a Cultural Warrior looks like, the strategy to get there, and how it'll improve customer service from the ground up
-- Get tips on how to improve process efficiency and produce highly predictable results
-- Learn how to develop a successful organizational structure, including succession planning, leadership development and teamwork coaching
What is the best Agile Adoption or Agile Transformation organization and team structure and the talent needed to successfully implement Agile across the company? Is there a best approach?
Small businesses have been at a competitive disadvantage compared with larger companies when it comes to access to affordable and effective tools and resources. Thanks to improvements in HR technology and the resulting lower costs, as well as social media, small businesses now have access to peers as well as cost effective high functioning talent management systems.
Small business owners and HR leaders often recognize that employees are the most valuable asset but taking the first step towards identifying and executing an effective talent management strategy that can lead to engaged employees and small business success is often not top priority.
Systems and strategies are equally important when attempting to ensure results in small companies as they are in large organizations. Statics show that organizations that implement effective talent management solutions outperform like companies by in excess of 22%.
The Agile Enterprise: The Role of Leadership & Organization Health in Scaling...Cprime
The Agile Enterprise is nimble and robust. Responsive to an ever-changing, high-speed marketplace, it anticipates customer needs and wants. Its capacity for innovation delights customers and employees alike. Implementing agile for software development is vital and not enough for full-scale agility. At scale, a company needs to be agile-informed in its purpose, structure, processes and culture. This allows it to use business agility—a shared understanding that generates a new way of thinking, working and delivering value—as a competitive advantage. The organizational health essential to enterprise agility occurs by intentional design: a top-down commitment to embody transformational leadership. In this webinar, you’ll learn:
· The two key, complementary value cycles that constitute Enterprise Agility
· Why the Agile Enterprise depends on Transformational Leadership
· The four organizational disciplines of the Agile Enterprise
Explore what is an Agile culture
Explore the Agile Mindset
Explore what is an Agile culture
Explore the Agile Mindset
Review the 6 basic steps required to transition to an agile culture that will accept the Agile Mindset
Crossing the Chasm - From Agile to Business AgilityMaurizio Mancini
Presented by Maurizio Mancini of Exempio and Paul Ryan of OpenX. Listen to webinar here https://youtu.be/J9QYZIirIxg
Atlassian Webinar presented on June 16th, 2020.
Learn about Business Agility and OpenX's journey towards Business Agility.
When you're running a small business, you have to wear a lot of hats. So what do you do when one of your "hats" just won't fit?
This webinar is all about identifying which areas of your business deserve your attention and which areas you'd be better off leaving to people with the time and expertise to really take care of them. Why beat your head against the wall trying to complete tasks that are boring, frustrating, or you just plain aren't good at?
We'll cover the questions you should ask yourself before outsourcing locally, the project management and collaboration tools you can use to stay coordinated and avoid duplication of effort, and real-life examples of companies that saved money and time through outsourcing functions such as IT or payroll.
This is a webinar presented by Ahmed Avais at the Agile Dialogue Mississauga. Here is a link to the recording- https://youtu.be/tT5PIB9ePU4
Framework or no framework? Focus on delivery or focus on learning? Go fast or go further? These and many more trade-offs are dependent on the team needs at a given moment. How do you know where to shift our focus? We know every team is unique, so how do you appreciate that uniqueness and find practices that are fit for purpose?
Is your organization keeping pace with the speed of digital transformation? Many companies are struggling to define new job roles and approaches to management. As AI and machine learning take on tasks and services, what are the best ways to evolve your work force? This session will offer practical insights on:
Understanding what it means to be a digital organization.
Why learning and development must be everyone’s responsibility.
How to work across functions to co-create key new systems.
How to upskill using design thinking, agile practices and AI.
Ways to measure success.
An Outcome Measurement Model: Is your Agile Adoption Moving the Needle?Cprime
The Version One Annual State of Agile survey indicates that 94% of organizations are practicing Agile in one way, shape, or form.
But what might this investment yield besides an Agile label? In many cases, it appears that organization leaders cannot produce concrete data to meet this ask, or articulate the gain clearly using measures that count and impact the bottom line.
One solution is to begin with the desired outcomes driving the adoption and identify both leading and lagging indicators to gauge whether the change initiative is moving the needle and impacting the bottom line. This approach has been successful because it creates alignment and accountability.
Join Michael McCalla, technology leader, transformation specialist, avid agile practitioner and founder of Lean Agile Intelligence, for this interactive session, and learn how this outcome measurement model can help you start changing the conversation!
Want to learn How to Use Creativity In Management Sector? Then enroll yourself at MIT ID Innovation. It is one of the leading institutes in India for Innovation related courses.
For more details, visit : https://mitidinnovation.com/recreation/how-to-use-creativity-in-the-management-sector/
Similar to Nine Steps to Agile HR for the Strategic HR Business Partner (20)
Nine Steps to Agile HR for the Strategic HR Business Partner
1. Strategic HR Business
Partner Council
Nine Steps to Agile HR for
the HR Business Partner
March 27, 2018
By Amy Armitage
amy@hrpartnerexchange.com
2. Agenda
• Round Robin Welcome
• Mission of the Council
• Agile Experience/Exposure
• Discussion – Where to
Start on the Agile Journey
• Next Steps
3. Nine Steps to Agile HR
“Nine Steps to Become a Chess Master.”
Not so easy!
4. Round Robin Introductions
• Name, company
• Burning question to discuss with your peer group
• My question – Why is agile important to HR? What is
it? How do we get started?
Harvard Business Review, HR Goes Agile, Peter Cappelli and Anna Tavis, Mar-Apr 2018
5. Mission of the Council
• Explore evidence-based HRBP next practices
• Discover strategies with business impact
• Share. Learn. Grow.
• Two prior meetings
• Reviewed Research/State of the Strategic
HRBP/future
• Teams, financial tools/business acumen
• What are the most critical HRBP skills to
drive business impact?
• What new mindsets, skillsets and toolsets
are required?
• Explore “Agile HR” and org design agile
networks
7. Moonshot Stage
An ambitious, exploratory and ground-breaking project
undertaken without any expectation of near-term profitability or
benefit and also, perhaps, without a full investigation of
potential risks and benefits. High risk but aspirational.
(WhatIs.com)
8. Snapshot Stage
Agile has taken hold in specific business units (IT,
manufacturing, R&D), pockets, or in project teams using agile
team methodologies often in conjunction with lean and quality
management methodologies
9. Hotshot Stage
Agile management a core approach that has taken hold across
the organization, led by senior executives and embraced
throughout the organization as “the way we get thing done
round here.”
10. What is Agile Management?
“Agile management is now a vast global
movement that is transforming the world of
work. Most remarkably, the five largest
organizations on the planet in terms of market
capitalization—Amazon, Apple, Facebook,
Google and Microsoft—are recognizably Agile.
- Stephen Denning, Forbes
11. What is Agile Management?
“The new management paradigm is
a journey, not a destination. It
involves never-ending innovation,
both in terms of the specific
innovations that the organization
generates for the customer and the
steady improvements to the practice
of management itself.”
Stephen Denning, Stephen. The Age
of Agile: How Smart Companies Are
Transforming the Way Work Gets
Done. (2018)
15. New Agile
Mindset is
the Giant
Step
“The driver of sustained success
is the Agile mindset.”
- Stephen Denning
16. Three Laws of the Agile Mindset
1. The Law Of The Small Team — Work should be done in small teams working in
short cycles—close to the customer for iterative feedback and continuous
improvement.
2. The Law of the Customer — The purpose of a firm is to deliver value to the
customer, to create delight for the customer, to solve customer problems.
3. The Law of the Network — The agile organization is a fluid and transparent
network of players that are collaborating towards a common goal of delighting
customers.
Explaining Agile, Stephen Denning Forbes, 2016
Denning Video on Agile is Mindset
17. Nine Steps to Agile HR
1. Obsession with the Customer (Winning)
2. Purposeful Collaboration in Small Teams
3. Power of the Network
4. Learning Agility and Reinvention
5. Performance/Agile Team Consulting
6. Building Organizational Networks and
Ecosystems (Org Design)
7. Prioritization and Talent Planning Tools
8. Project and Team Management Tools
9. Social Networking Tools
Mindset
Toolset
Skillset
18. 1. Obsession with the Customer (Winning)
What does a customer first mindset look like in your
organization? How are you supporting and reinforcing
customer first mindset?
19. 2. Purposeful Collaboration in Teams
What does a collaborative teams mindset look
like in your organization? How are you supporting
and reinforcing collaborative teams?
20. 3. Power of the Network
What does a network mindset look like in your
organization? How are you supporting and
reinforcing social networks?
22. How are you supporting and reinforcing
learning agility and reinvention?
“Today, a new set of digital
business and working skills is
needed….companies should focus
more heavily on career strategies,
talent mobility, and organizational
ecosystems and networks to
facilitate both individual and
organizational reinvention.”
Deloitte Human Capital Trends 2017
4. Learning Agility and Reinvention
23. 5. Performance/Agile Team Consulting
How are you supporting and reinforcing
performance and agile team consulting?
24. 6. Building Organizational Networks and
Ecosystems
How are you supporting and reinforcing
skills to build networks and ecosystems?
26. 7. Customer Experience Mapping, Design,
Prioritization Tools
How are you supporting and reinforcing
customer experience tools and priorities?
27. 8. Team Tools and Project Management
How are you supporting and reinforcing
team tools and agile project management?
28. 9. Social Networking Tools
How are you supporting and reinforcing
social networking tools and practices?
- Michael Arena, Chief Talent Officer, GM
Think Big, Start Small, Scale Fast
“At the end of the day the
initiative is based the
premise that we don’t
suffer from a deficit of
ideas we suffer from an
ability to link up these
ideas.”
29. Enhance Your Strategic HR
Business Partnering: New Agile
Mindset, Skillset and Toolset
Adopt a
New
Mindset
Enhance
Your
Skillset
Build Your
Toolset/
Playbook
01
02
30. Subscription Membership Council
• Face to face meetings at member host companies
• Virtual meetings (monthly)
• Next practice research on strategic HRBP
• Coaching and assessment tools for HRBP’s
• On site workshops
• Contract consulting for HRBP function