2021-12-10 12:00 CEST
Agile People Coach
Foundation + HR + Leadership + Coach
ICP-BAF + ICP-LEA + ICP-AHR | 20 Online Sessions
Feedback from participants in Pia-Maria's last course:
- During this Business Agility Foundations course, I particularly liked how Pia Maria Thoren utilized different presenters and augmented the course materials with videos and blogs for further learning and exploration. This approach kept all the modules interesting and relevant with fresh points of view. One of the most positive aspects of this course was the global nature of this class. Learning about the perspective of people working in different cultures was really eye-opening and intriguing, such as exploring giving and receiving feedback in different cultures. I highly recommend this course.
- I'm so happy that I found this course, and Pia-Maria, your passion for agile has inspired me to change my agenda for my career and business content. I want to spread the Agile mission!
- Great work, great instructor, great team! I loved the whole journey
- Awesome course
- Great experience, really enjoyed it!
In the future of work, HR and Managers will need to take an Agile People Coaches' role, with the necessary competence about basic human needs, behaviors, teamwork, and how to support an emerging strategy towards the organization’s purpose.
An Agile People Coach is working inside an organization as an employee or a consultant and wants to spread the principles and values to every corner of the company. You want to bounce ideas and get inspired by a community of like-minded people who have the same goal: increasing business agility and helping organizations on their learning journey/transformation by supporting HR and Leaders to attain an agile mindset.
The Agile People coach is an alternative career for traditional managers and HR professionals. An Agile People Coach is more than an Agile Coach, although the basic understanding of agile values, agile tools and methods, systems theory, and organizations are the same. The difference lies in the deeper People perspective. During this training, you will learn how to coach people to find a place where they can be the best they can be and create conditions for people to perform together.
During the Agile People Coach training, we cover 3 perspectives:
Individual perspective (YOU)
Knowing yourself and why you do what you do: The Reiss Motivation Profile (RMP) shows your basic needs and motives and contributes to a better understanding of yourself and your leadership.
Developing yourself and understanding biases, mind traps, and how to avoid judging
Communicating effectively using storytelling and visualization are powerful tools.
Coaching others finding their perfect place in the organization taking their personality, interests, and passions into account
Team perspective (WE IN OUR TEAM)
How to increase the pace from immature to mature high-performing teams, using skills for communication, leading, coaching, and conflict resolution
How to grow and develop teams to be independent and empowered to make their own decisions, for example, about their contribution to the organization's goals or their salaries
Organizational perspective (ALL OF US)
How to balance an agile culture with an agile structure, providing enough support for emerging strategies where all people are involved in setting the direction (via OKRs or other kinds of relative targets)
How to work to change behaviors – accomplishing an agile mindset and culture through removing limiting structures like annual budgets linked to fixed performance targets and individual bonuses
Create conditions for a Learning organization where it's ok to make mistakes and learn from them, which requires a platform of Psychological Safety
- Agile Coaches who want to understand how to help HR and Leaders to attain an agile mindset and support them in change initiatives
- Leaders or HR professionals at any level in an organization who aspire to lead an organization on a business agility journey
- Leaders who see the value of growing an agile organization and are committed to developing themselves as agile leaders to achieve that aim
- Anyone wishing to learn about the paradigm shifts necessary to lead in adaptive environments and to develop relevant leadership and HR capabilities to support the change
- HR-Consultants, Management Consultants, Change Managers, or Agile Coaches who want to use the Agile People course content and exercises as part of their product portfolio.
Agile People Coach / Trainer with Agile People
After the training, you can become a partner with Agile People and offer courses from your own company or as a consultant/employee in a larger organization. Contact Pia-Maria Thorén at firstname.lastname@example.org to find out more about this option.
For this training, you will participate in 20 online 2-3 hour sessions over 2 months or the whole year. If you miss a session, you can take it back in the next course round.
Session B1-5 Agile People Foundation
Session B1: The Need for Business Agility
In today’s Volatility, Uncertainty, Complexity, and Ambiguity (VUCA) environment, business agility is more and more critical for success. New values and principles and self-organizing teams with the right mix of cognitively diverse people close to the customer experience and empowered to make decisions are the new competitive edge.
Session B2: Emergent Strategy and Value Creation
Aligning teams around a strong purpose and focusing on generating a vision is essential to providing inspiration and creating high performance. It’s imperative to empathize with customers to maximize customer value and make it visible to focus on value creation.
Session B3: Frameworks Tools and Techniques
Agile is about adapting to change. You adapt to the customers' changing needs and work according to priorities to deliver the biggest value for the customer first. Using a Lean StartUp approach, you can test your hypothesis with a Minimum Viable Product. Using Scrum, Kanban, Value Stream Mapping in the whole company is not different from using it for Software development. What are examples, and how can you design your processes using the agile ways of working?
Session B4: New Ways of Thinking and Behaving
The ability to recognize and understand complex adaptive system dynamics accelerates the path towards Business Agility. It is not only our organization’s dynamics that we should understand and manage with “Polarity Management” and “Cynefin Decision Making Model”; but also our personal thinking & behaving patterns by the concept of the “Ladder of Inference.”
Session B5: Business Agility as the New Normal
In today's fast-moving and complex environments, we need to be much more responsive and adaptable to navigate the complexity. To do that, we need to:
- Understand how to make sense of business challenges when things keep changing
- Be able to make decisions and act when we don't have all the information we feel we need
- Create the conditions to allow the right culture to grow for everyone to perform at their best. In this session, we will recap the impact on business.
Due to our VUCA world, we will explore what is needed in the business to embrace agility, deepen understanding about the structure/culture misfit, and the reasons transformation can fail.
Session H1-5 Agile People HR
Session H1: How HR’s role is Changing when we need to Increase Business Agility
Design the talent/people elements needed to help support an Agile transition in an organization and explain how different contexts can influence the approach. Job titles, competency profiles, titles, career, succession – how do we do it in an agile organization? User stories for HR and a T-shaped HR-person. Employee Journey mapping – pain points. Examples and cases.
Session H2: How HR can use Tools and Practices from Agile
Using Scrum, Kanban, Value Stream Mapping, and OKRs for HR is not so different from software development. What are examples, and how can you design talent/people processes using the agile ways of working? User stories for HR – what do they look like? Examples and cases of Agile HR in reality.
Session H3: Goals and Performance Management and Compensation and Benefits
Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth—95/5 Exercise. Describe and contrast traditional incentive structures with Agile-friendly structures, discuss the pros and cons of each approach, and explain how you could apply them to your own environment.
Session H4: Talent Acquisition and Onboarding
Design a sourcing strategy that you can use to find and acquire the “right” people to support the organization's strategic growth taking values, culture, diversity, and collaboration into the hiring decision. Design an onboarding experience that enables new employees to become a part of the organization rapidly and smoothly.
Session H5: Learning and Development and Employee Engagement
Suggest ways to enable and support a learning mindset in a team, supporting the shift from focusing on deficiencies to focusing on developing new skills and capabilities. Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.
Session L1-5 Agile People Leadership
Session L1: The Why & What of Leading with Agility
In this session, we explore the changing environment & dynamics that call for a different leading and following approach. We look into the misalignment between what managers think drives their people and what people – knowledge workers – expect from the people managing and leading them. Finally, we explore our own personal understanding and expectations.. what are some of the attitudes, expectations, and concrete behaviors we expect to see from people who lead with agility.
Session L2: Behaviors that Enable Agility
When you wish to make a radical change or transformation, understanding three things enables you to make the shift. Where are we coming from, where are we now, and where are we heading toward. In this session, we explore the evolution of leadership theories and which leadership styles and approaches they have given birth to. We determine what is still relevant.. and what needs to change. A big part of that shift comes from understanding the nature of Power & Influence, and how we gain power might be changing. Finally, we look into specific qualities & competencies we can cultivate and develop to increase our own personal agility.
Session L3: Knowing & Connecting with Yourself
If we cannot understand and embrace ourselves, we have little hope for fully understanding and accepting others. Understanding why we react to things in certain ways gives us the insights and ability to choose our responses better and change how we show up in our interactions. Leading others starts with developing our own self-leadership. In this session, we explore ways to map and become more aware of our own experiences. We dive into heuristics – cognitive biases – to understand how they work and influence our thinking, how we can become more aware of them, and most importantly.. how we can counter them.
Finally, we explore specific leadership mind-traps and how we can unlock those mind-traps to show up in better ways as leaders.
Session L4: Developing & Leading Ourselves
Having gained some insights into how we can know and connect with ourselves to choose how we respond to situations and show up in our interactions with others, it’s now time to put that into practice. We familiarise ourselves with the Clear Leadership model developed by Gervase Bushe and develop the 4 selves of the Leader.. the Aware Self, the Descriptive Self, the Curious Self, and the Appreciative Self.
We explore several different contexts where we can put these into practice to better check-in with people, give and receive effective feedback, step into coaching leadership, and defusing conflicts through creating inter-personal clarity.
Session L5: Skillful Communication
Communicating effectively, relating to others, creating and maintaining healthy interactions, having productive conversations, and ultimately influencing others requires both practice and understanding effective communication dynamics. In this session, we work on the dynamics of effective communication through the lenses of several mental models, the dynamics of productive conversations, and the power of effective storytelling to move and influence others. We explore 3 types of stories we can learn to identify and narrative patterns that help you tell compelling stories as a leader.
Session C1-5 Deep dive into Agile People Coaching
Session C1: Agile Coaching and the Four Roles of a Coach
Mentoring, teaching, facilitating, and coaching are the stances of an Agile Coach – they need to master all of them to be successful and pick the right stance depending on the organization, situation, and the people. But what is the difference between an Agile Coach and an Agile People Coach?
Session C2: The Agile People Coach – a new Role for HR and Managers
In this session, we examine the nine roles of the Agile People Coach and a self-assessment – how skilled are you in the different roles and where do you need to improve. What are the skills that you need to add as a regular Agile Coach, Leader, or HR person if you want to increase your agile & people skills and to be able to call yourself an Agile People Coach? We look at scenarios for practicing when to take what role.
Session C3: Professional Coaching
To understand the Agile Coach and the Agile People Coach's roles, you need to also have some knowledge in Professional Coaching and know how to formulate and ask suitable questions to guide and lead a person to understand what needs to be done in any situation.
Session C4: My Motivation Profile as a base for Self-leadership
Who you are and what makes you do what you do is very personal and different from others' why. Communicating with people who are different from yourself and knowing how to understand what makes other people do what they do and how they are different/similar to you is crucial competence in agile environments. We develop My washing instructions and discuss how your needs affect your life and work.
Session C5: Conflict Coaching
Exploring conflict theory and finding the right balance between harmony and healthy conflict in a team or organization is key when moving towards high-performing teams. In this session, you learn different models for dealing with conflict, understanding conflict escalation and different types of conflicts, and handling conflict in a team.
Agile People - a global community
You are welcomed into the international Agile People community, a global network of agile professionals working together to help organizations increase agile values using principles, tools, methods, and models. The vision is to create better organizations with happier employees and higher adaptability to cope with the changing reality.
After the training, you can subscribe to the training material and the exercises you can use in your own organization or with your clients. Maybe you work today in an HR role or have been a leader for a shorter or longer period. Or maybe you are an agile coach who feels ready for deeper challenges and understanding regarding people and how HR and leaders need to change so that you can support them in their future roles.
Do I need any pre-competence?
You don't need any pre-competence to attend the online course. We are tailoring the course for the participants and your level. As a bonus, you will learn how to use modern digital tools, like digital Canvases, Video meeting platforms, Kanban boards, etc.
How does the process look for this training?
We will use virtual online tools to communicate, learn and interact. You will need a good internet connection and an undisturbed workplace where you can have a quiet background. We will work in break-out sessions in Zoom and use our community platform for communication between the instructor-led sessions. We will go through all practicalities during the first session.
Are the sessions scheduled on specific days at specific times?
Yes, the sessions take place according to a schedule for the year that has been predetermined. If you miss a session, you can always take it back at a later session.
After training completion, what is the process to become ICAgile Certified?
The certification process requires finalizing the certification assignment and answering several questions after each session. When the assignment is finalized (approved with feedback from us), you can buy your ICAgile certificate in our shop. We will make your certificate download available from ICAgile via a link. The Agile People Certificates are included in the training price after finalizing the course, and there are separate certificates for the modules Foundation, HR, Leadership, and Coach.
Your course leader and facilitator is Pia-Maria Thoren.
Pia-Maria is the founder and owner of Agile People, and she has 25 years of consultant experience from large Swedish and international companies within HR, leadership, and organizational transformation.
She is the author of the books ”Agile People – A Radical Approach for HR and Managers (That Leads to Motivated Employees),” the “Agile People Picturebook” and Agile People Principles – Your Call to Action for the Future of Work. All 3 books are included in digital format in this course. Pia-Maria is a frequent lecturer at conferences and different types of network events and meetings, where she talks about a role for HR and Leaders.
We are working with Zoom for interactive discussions and team exercises, Mural as the digital canvas, and our own community platform for communication between the sessions. You will get access to a Learning Management System (on agilepeople.com) that contains an overview and detailed information about videos, articles, documents, and case stories for all sessions, including links to all of the tools used in training. You will also get access to Pia-Maria’s 3 books in digital format.
There will be some work to be done after every session, so add about 3 hours more every week. We will distribute course literature and material digitally. You will accomplish the certification assignment between the sessions to be ready on the last session's day.
Events Cancellation Policy
If you should have to cancel your registration, a notification in writing should be sent to email@example.com. Please make sure you state the name of the conference/event in the subject line of your email.
- We will refund 85% for cancellations received 60 days before the start of the event.
- We will refund 50% for cancellations received between 59 days before 31 days to the event's start.
- We will refund 25% for cancellations received between 30 days before 14 days to the event's start.
- We will issue no refund for cancellations received within 14 days of the event.
- You are allowed to send a colleague.