[Eng] Agility in HR Track
2023-02-13 16:30 —
2023-03-24 18:30 GMT
Agility in HR Track
Foundations + HR + People Development
ICP-BAF + ICP-AHR + ICP-PDV I 20 Online Sessions
Feedback from participants in EleoNora Nelson-Per-Claeson's last course:
- The course was incredibly useful, inspiring, and the trainer was extremely dedicated, patient and supportive.
- It was amazing how easily Eleonora connected the most twisted concepts with real-life examples making it so much more interesting to study.
- Professional and Knowledgeable trainer with amazing understanding approach if you need more clarifications around the topic.
- Inspiring teacher!
- It was fun and gave a lot of insight of yourself and your own organization
- I enjoyed all the sessions, they were very useful for my work and I got to learn and reinforce my knowledge.
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 works 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's perspective. During this training, you will learn how to coach people to find a place to be the best and create conditions for people to perform together.
All courses can be taken individually, however for the greatest benefit we recommend this or any other combination of courses that we offer. Please get in touch for more details @ [email protected]
During the Agile People Leader training, we cover three 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 find 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 want to use the Agile People course content and exercises as part of their product portfolio.
You will participate in 20 Intensive online 2-3 hour sessions over one month for this training. If you miss a session, you can take it back in the next course round that starts later in 2023.
The certification fee for each ICP (e.g. ICP-BAF, ICP-AHR, ICP-PDV etc.) course is NOT included in the course fee. To get an ICAgile certification, you need to complete the certification assignments, get it approved and after that you can buy the certificate from us.
Session B1-5 Agile People Foundations
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 vital purpose and generating a vision is essential to providing inspiration and creating high performance. In addition, it's imperative to empathize with customers to maximize customer value and make it visible to focus on value creation.
Session B3: Framework, Tools and Techniques
Agile is about adapting to change. You adapt to the customers' changing needs and work according to priorities to deliver the most significant 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 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 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 of the structure/culture misfit, and why 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 organisation 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 organisation? 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 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.
Session H3: Goals, Performance Management, 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 can be used to find and acquire the "right" people to support the
strategic growth of the organisation taking values, culture, diversity, and collaboration into the hiring decision. Design an onboarding experience that enables new employees to become a part of the organisation rapidly and smoothly.
Session H5: Learning, Development and Employee Engagement
SSuggest 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. Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.
Learn more about ICAgile ( https://www.icagile.com/ )
Session D1-D10 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 that 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 to create opportunities for new learning to happen. The insight that learning is an organizational competency, tied to certain people's behaviors - how can we avoid the wrong behaviors and amplify those that support a learning culture?
Session D4: Delegating Outcomes and Hiring to Elevate
When we focus more on delegating outcomes than delegating tasks that impact learning and development in the organization, how can we trust, and what delegation techniques are there? How do we limit the way we empower responsibility and decision-making? Contrast hiring to elevate vs. hiring to delegate and provide examples of where hiring to advance has been done.
Session D5: Early Focus on Motivation and Brain-Based Learning
Learning in your way starts early in the onboarding process when joining a new team. Your motivational factors will decide within what areas and how you would like to develop yourself. The SCARF model helps you 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 own Learning Journey
Explaining here how to co-create development plans and how to 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, and for most people, it's also about helping to lead others. Finding your own 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. In addition, different physical environments impact a team's collaboration and learning towards a shared, 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 leadership qualities become essential here, and how can leaders contribute to creating a climate of healthy conflict?
Learn more about ICAgile ( https://www.icagile.com/ )
Do I need any pre-competence?
You don't need any pre-competence to attend the online course. We are tailoring the approach for the participants and your level. As a bonus, you will learn 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?
This training is certified by International Consortium for Agile (ICAgile), a certification and accreditation body.
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 work is completed (approved with feedback from us), we will confirm this with Agile People who will then send you a link (for the completed training assignment) to download your certificate from ICAgile https://www.icagile.com/. The course fee includes the cost of the certificate.
The Agile People Certificates for participation (Agile People Fundamentals, Agile HR and Agile People Leadership) 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 EleoNora Nelson-Per-Claeson
This course is available online. Prior to our first session, you will receive access to the Agile People Learning Management System where you will access all of the course content, workbooks, and supporting materials.
We are working with different virtual tools, Zoom for interactive discussions and team exercises, Mural as the digital canvas, and our community platform for communication between the sessions. We will provide you guided information to access all of the various tools prior to our first session as well as on-going throughout the experience.
There will be some work to be done after every session, so this class will need your full attention during these intensive days. The certification assignment can be accomplished in the time between the sessions, so that you will be ready on the day of the last session. But in this intense tempo, we recommend that you do the assignment after the training has stopped.
- Enrol 2 to 4 participants for the same scheduled courses and receive a discount of 5% per person on existing course prices.
- Enrol 5+ participants for the same scheduled courses and receive a discount of 10% per person on existing course prices.
- For larger groups or to arrange private group training please contact us at [email protected] to arrange an additional quote and proposal for your organisation.
Open Classroom Training
- Open classroom training is offered in a number of countries depending on interest.
- Enrol 5 to 8 participants for the same scheduled courses and receive a discount of 5% per person on existing course prices.
- Enrol 9+ participants for the same scheduled courses and receive a discount of 10% per person on existing course prices.
Private Group Training
We provide private group training both online and on-site. Please contact us at [email protected] to arrange an additional quote and proposal for your organisation.
Events cancellation policy
If you should have to cancel your registration, notification in writing should be sent to [email protected]. 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 15 days to the event's start.
- We will issue no refund for cancellations received within 15 days of the event.
- You are allowed to send a colleague in your place.