[SLO] Agile People Fundamentals + HR (ICP-AHR)

Agility in HR

In this fast changing world, following agile principles enables organizations to more quickly innovate and meet rapidly changing customer needs.

Since people are an integral part of the journey towards business agility, more and more organizations are seeing the value in applying the agile mindset also in HR and people development and how critical that role is for the journey’s success.

 

About

Today the most progressive companies have changed the HR role to a more coaching role serving all the people, not just management. Although this changed view of the formal HR role is still not fully mainstream today, many organizations are experimenting with alternative structures, ways of working and people practices that allow a truly Agile culture to thrive.

You will leave this experience having gained both knowledge and practical skills to bring forward new ways of working and being that place HR in a leading position to create lasting change, engagement, and a truly empowered workplace.

 

Program Content

Introduction to Agile People and important principles/tools

The foundation of Agile People’s’ mindset is about the principles, values, methods, and tools that we need to start using to release competence and innovation – and what we stop doing. We discuss your challenges and certification assignment.

Psychological safety as a foundation for a learning organization

The importance of an approach that is permeated by security and confidence to increase profitability and innovation – to increase creativity through a culture where it is ok to fail and try again. We play “The Psychological Safety Game” to facilitate dialogue about difficult topics

Emerging strategies, structures, and goals

Emerging strategies instead of long-term planning, new ways of working with strategy, budgets, goals, performance processes, and rewards. Using value stream mapping to optimize flows in a system instead of working with resource optimization and sub-optimization of departments.

Building conditions for agile culture

Creating conditions for a fantastic culture where people can perform at their optimal level with a sense of being supported and secure. The gap between structures and culture/values. Structure – Culture Misfit  Play.

The learning Organisation as Strategy and the future role of HR and managers

Boundary Spanning and the Buddy System to increase cross-border collaboration and increase the opportunity to create a fantastic organization together. Tips and examples for the change journey and how HR and managers need to change their role to support it.

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 to be taken. Job titles, competency profiles, titles, career, succession – how do we do it in an agile organization?  Examples and cases.

 

 

How HR can use tools and practices from Agile

Using Scrum, Kanban, Value Stream Mapping, and OKRs for HR is not so different from using it for 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.

Performance management and examples & cases

Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability, and growth.

Compensation and Benefits

Examples and Cases. 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 environment.

Talent Acquisition and onboarding

Design a sourcing strategy that can be used to find and acquire the “right” people to support the strategic growth of the organization 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.

 Employee Engagement

Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.

Learning and Development

Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to a focus on the development of new skills and capabilities.

Please read the details of the Agile People – Development course by clicking this row.

 

Audience

The audience for this training includes HR Professionals, Change Agents, People Managers, Agile Coaches, Scrum Master, Agile Project Managers, and people working in companies who require transformation to Agile ways of working. Their current responsibilities may include aspects such as people development, recruitment, performance management, compensation, and employee engagement/motivation.

 

What’s in it for you?

In the training we will work with many practical tools, templates and exercises that you can directly apply to your own projects or bring back to your team to start on your journey right after the training.

Every moment in our workshop – from exercises to games to discussions to coffee breaks is an opportunity to share, learn and network – and many participants say that the diverse groups we have in these trainings lead to great cross-functional, beneficial discussions.

You will also receive a free copy of the book: “Agile People – A Radical Approach for HR & Managers (That Leads to Motivated Employees)” by Pia-Maria Thorén.

Special Bonus: 16 week access to Agile People (Agility in HR) e-learning system with additional videos, readings, e-books.

Special additional Bonus: Each Participant will receive personal Reiss Motivation Profile, that we will use during the certification training.

ICAgile Certified Professional

This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body.

Upon completion of the course and submission and approval of your course assignment, you will receive (knowledge) certification in ICP-Agility in HR.

Learn more about ICAgile ( https://www.icagile.com/ )

 

Course leader

Maja Majstorović Hajduković

 

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Date

Jun 15 - 16 2023

Time

08:30 - 16:00

Cost

945,00 EUR

Languages

Slovenian

Location

Ljubljana

Organizer

AGILE PEOPLE SLOVENIA
Website
https://www.agilepeople.si/

We help leaders and HR win with change by building strong teams, developing focused leadership and implementing agile HR.

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Trainer

  • Maja Majstorovic Hajdukovic
    Maja Majstorovic Hajdukovic

    Maja Majstorović Hajduković

    My passion is helping leaders and HR to change the way how we work and adapt best fit for the modern workforce. I help leaders and HR professionals win with change – empowering value creation in digital times with strong teams, focused leadership, and agile HR.

    Having spent a majority of my career leading HR initiatives in dynamic business environments that helped organisations change, transform and expand, I deeply understand the HR needs of growing companies. I combine my extensive background in human resources and organisational development, with innovative agile HR practices, to offer a truly unique and transformative approach. The more I witness the energy Agile HR ignites, the more convinced I become of its restorative power, not just for the HR profession but for the future of work.

    The role of HR is under tremendous change, from focusing mainly on policies and processes to understanding that the future for HR lies in creating conditions for people to perform and be happy. By removing impediments, we can instead maximize engagement and employee satisfaction that will fuel speed and adaptability in a common, strategic direction. HR can support the change towards a more agile organization – here we have the opportunity to really make a difference.

    My favourite quote: “Reinvent yourself. Reinvent your company. Reinvent your world.”

    I believe that personal reinvention/development is needed in order to change and grow. All that starts within ourselves, with self reflection. I have taken this path to find balance in my life and I walk the talk daily by being open minded, listen what others have to say, being a great role model to my children, enjoying tasting new food and trying out new restaurants. If you consciously decide to look within yourself and make changes in your thinking, acting and behavior you can come a long way.

    Learn a new thing every day. Start small and keep it simple. Go AgilePeople!

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Responses

Agile People Agility in Finance

Program - Agile People Leadership Cohort

Program - Agile People Coach

The Agile People coach is an alternative career for traditional managers and HR professionals. It can also be relevant for Agile Coaches, as well as management consultants, who want to understand how to help HR and Leaders to attain an agile mindset and support them in change initiatives.

This training can lead to Professional Certifications in Business Agility Foundations, Leading with Agility, and Agility in HR with Agile People and ICAgile.

Program - Agility in HR Track

The program is for HR professionals at all organizational levels; it is equally essential with the insight the program provides whether you work in L&D, Rewards, or Talent Acquisition.

The program also suits coaches and consultants wanting to support HR and the organization through an Agile transformation.

This training can lead to Professional Certifications in Business Agility Foundations, Agility in HR, and People Development with Agile People and ICAgile.

Program- Agility in Leadership

The program is for leaders, aspiring leaders, and other professionals interested in growing themselves and creating an environment for others to grow and thrive.

The program is also relevant for coaches and consultants supporting agile journeys and organizational change.

This training can lead to Professional Certifications in Business Agility Foundations, Leading with Agility, and People Development with Agile People and ICAgile.

Agile People Developement

From People Management to People Development

Recognizing People Development as Fundamental to Enabling Business Agility

Explain the fundamental ingredients for a human-centric culture that enables continuous development and learning. Identify gaps in their organization and contrast different approaches to shifting to a more development-oriented culture

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Developing Yourself as it Relates to Developing Others

Conduct a self-assessment as it relates to personal development needs. Identify tendencies that may block or foster development. Prepare a roadmap for self-development in these areas.

Leading to Elevate Organizational Capability

Compare and contrast elevating and delegating behaviors. Apply these concepts to their context.

Developing Individuals

Considerations for Individual Development

Apply several techniques to create an environment for individual development, explain why these techniques work from a neuroscience perspective, and then identify ways they can apply these to themselves and their organization.

Co-creation of Growth and Development Plans         

Demonstrate techniques that help surface an individual’s strengths, passions, interests, etc., and explain how you would approach a scenario where an individual’s development path does not align with the organization’s needs.

Developing Leadership in Others

Apply techniques for developing leadership in others in a way that leaves space for them to adopt their authentic style. Demonstrate advanced techniques for providing feedback and approaching difficult conversations.

Developing Teams

Key Factors that Promote Team Development

Show through examples and their own experience how self-organization and team development are inherently linked. Show the leader’s role in encouraging self-organization and continuous learning.

Setting Teams Up for Success       

Explain potential impediments to team success and describe ways to balance individual, team, and organizational factors to maximize development at all three levels.

Honouring Diverse Experiences, Knowledge, and Backgrounds

Describe techniques that can help create a safe culture for continuous learning and high performance. Explain the power of bringing diverse experiences to the table.

This certification was designed explicitly for leaders where one or more of the following criteria apply:

  • Leaders at Front Line Supervisor level and above who lead teams of people, or those on their way to becoming Front Line Supervisors
  • People at any level who lead or aspire to lead in an organization on a business agility journey
  • Leaders who see the value of growing a collaborative, human-centric organization and are committed to developing themselves, the people on their teams, and organizations to achieve that aim
  • Those at a middle-management to director level and above who lead teams, departments, and/or organizations
  • Those who lead teams in an organization in which agile constitutes a significant delivery methodology (or is on its way to becoming so)

This training can lead to a certification by International Consortium for Agile (ICAgile), a certification and accreditation body if you perform the Certification Assignment and send it to your trainer within three months after the training. ICAgile works with course providers to accredit new or existing courses against comprehensive and proven Learning Outcomes. ICAgile collaborate with worldwide agile thought leaders to develop learning programs that lead people to agile mastery. Learn more about ICAgile

Agile People is an ICAgile Member Organization, and this is an ICAgile Accredited Course.

     

For this training, you will participate in a 2-day in-person workshop or ten online sessions á 2 hours. 

Day 1 or Session D1-10 Agile People Development

Session D1: Introduction to Agile People Principles and the Online Training setup
The foundation of Agile Peoples’ mindset is about the principles, values, methods, and tools we need to start using to release competence and innovation – and what we stop doing. This session is an introduction to each other and how we run the training.

Session D2: Types of Learning and the Effect on the Culture
Individual agility influences organizational agility. Here, we describe ways to increase engagement within organizations. Assessing the culture, we recommend how to create a continuous learning culture. What are the factors that would promote vs detract from this kind of culture?

Session D3: Being a Role Model for Continuous Development
Evaluation of your attitudes towards learning and the importance of self-development and the development of others within the organization. Unlearning existing knowledge and beliefs becomes essential in order to create opportunities for new learning to happen. The insight that learning is an organizational competency tied to certain behaviors of people – how can we avoid the wrong behaviors and amplify those that support a learning culture?

Session D4:  Delegating Outcomes and Hiring to Elevate
Focusing more on delegating outcomes than tasks impacts the organisation's learning and development. How can we delegate, and what delegation techniques are there? How do we limit the way we delegate responsibility and decision-making? Contrast hiring to elevate vs hiring to delegate and provide examples of where hiring to elevate has been done.

Session D5Early Focus on Motivation and Brain-Based Learning
When joining a new team, learning your own way starts early in the onboarding process. Your motivational factors will decide within what areas and how you would like to develop yourself. The SCARF model helps to understand how your brain works and what learning techniques work with your brain, not against it. What is the difference between you and other team members, and how can you overcome these to work well together?

Session D6: Developing your Learning Journey
Explain here how to co-create development plans and encourage individual ownership of development. What tools can be used in self-evaluation with individuals and teams in your organization to identify strengths, passions, and interests? How to link personal development plans to align with organizational needs, and what happens when personal and company goals do not align?

Session D7: Everybody needs to be a Leader and find their Unique Style
Leadership at every level is necessary and valuable in an agile organization. Self-leadership becomes a must for every employee; for most people, it’s also about helping to lead others. Finding your leadership style is essential – you need to be authentic. Here, we also learn how to approach difficult conversations that challenge behavior without undermining the dignity of the individual.

Session D8: Self-organizing for Collective Outcomes in a Suitable Environment enables Team Accountability
We learn here why self-organizing can make the team move quicker through team development stages and what leadership skills are required to speed up the process and shape the environment. Different physical environments impact a team’s ability to collaborate and learn towards a common, collective purpose when moving through team development stages.

Session D9: Providing Effective Feedback and setting up the Team to Succeed in the Larger System
We look at how to encourage open, multi-directional, and timely feedback within teams and how teams can relate and be visible in the larger organization. What impact could organizational conditions, such as imperative structures, have on the team and the relationships between team members? What scenarios are there, and when should we intervene?

Session D10: Diversity, psychological safety, and conflicts in teams
There are many benefits of diverse teams over homogenous teams, and if there is psychological safety, cognitive diversity can maximize collaboration conditions. We examine how working together can create more value when we have a trusting, safe team environment. What are the leadership qualities that become important here, and how can leaders contribute to creating a climate of healthy conflict?

Your course leader and facilitator vary depending on location and dates. See more details in the events

We all have different learning patterns; some look for general knowledge, while others prefer to go more in-depth. So we have tried to build a learning experience that fits most.
All our courses are available online on our Agile People Campus, and you will be invited to Campus before the training starts. The course is divided into sessions with a learning theme. Before each session, you are asked to watch a 20-30 min course video and read some relevant articles.
In the training session, we will meet via Zoom and work on Mural, an interactive digital canvas. You will work in small breakout rooms with different exercises, and we will debrief discussions and activities in the main room. For many, the best learning experience happens when you share experiences and views with other participants.

If you would like to go more in-depth after the online session, additional reading is available on Campus. All participants can also read our books during the course. As a minimum, we recommend that you watch the course video before each session.

To qualify for a course certificate, you need to do a certification assignment to show that you understood the learning objectives. During the training, we will provide more information, and we believe you would need to spend at least 2-3 hours on the certification assignment.

We all have different learning patterns; some look for general knowledge, while others prefer to go more in-depth. So we have tried to build a learning experience that fits most.

All our courses are available online on our Agile People Campus, and you will get an invitation to Campus before the training starts.

The course is divided into sessions with a learning theme. Before each session, you are asked to watch a 20-30 min course video and read some relevant articles. You can also watch the videos after the training as you get access to the Campus for three months after the training.

In the workshop, we go through concepts, work in groups with different exercises, and share learnings, reflections, and experiences. For many, the best learning experience occurs when different views and experiences are shared. If you would like to go more in-depth after the online session, additional reading is available on Campus.

All participants can also read our books during the course. As a minimum, we recommend you watch the course video before each training.
To get a course certificate, you must do a certification assignment. We will provide more information during the training, though we believe you would need to spend at least 2-3 hours on the certification assignment.

Agile People Business Agility Foundation

Articulate the drivers for business agility in the economy and their business environment. Demonstrate techniques for team collaboration and customer focus as part of the necessary mindset shift.

Participants can develop a compelling vision for success, analyze the impacts of change on the broad community of stakeholders and appraise which approach and tools to use given different contexts.

Participants can outline key new ways of thinking for individuals and organizations and map them to their potential impacts on value generation.

Participants can formulate and demonstrate differentiating behaviors using hypothetical or real-world situations from their own experience.

Participants can appraise and utilize a variety of frameworks, tools and techniques on either hypothetical or real-world challenges covered by these learning outcomes.

Anyone interested in the paradigm shifts necessary to enable organizational agility in today's innovative business climate will find the Business Agility Foundations course compelling.

Although this is a generalist certification and an entry point to several ICAgile tracks, it is not intended to be a direct substitution for the ICAgile Certified Professional credential.

Those already holding the ICP are likely to find this course compelling, especially if they are on a journey towards business agility outside a software development context.

This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body. ICAgile works with course providers to accredit new or existing courses against comprehensive and proven Learning Outcomes. ICAgile collaborate with worldwide agile thought leaders to develop learning programs that lead people to agile mastery. Learn more about ICAgile.

Agile People is an ICAgile Member Organization, and this is an ICAgile Accredited Course.

  

For this training, you will take part in a 2-day in-person workshop or five online sessions á 3 hours. 

Day 1 or Session B1-3 Agile People Business Agility Foundation

Session B1: (A+B - 3h) - 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: (A+B - 3h) - 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: (A+B - 3h) - 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 customer's most significant value first. Using a Lean StartUp approach, you can test your hypothesis with a Minimum Viable Product. Using Scrum, Kanban, and Value Stream Mapping in the whole company is not so different f