2-Day Strategic HR Leadership Certificate Program: Winning a Seat at the Table (Starts 12-14-2023)

We all agree that employees are our greatest asset, but how often do we see organizations treating employees as assets? Gallup analytics reveal that just 33% of United States workers and even a lower percentage of global employees are engaged at work, even though engagement is only one component of aligning, and building a great workforce. The role of HR leaders has been evolving for years and of course, the pandemic, political and social topics, and concerns dramatically accelerated this evolution. It is more evident now than ever that HR must adapt to the shift from supporting, administrative roles, to leadership, supporting and guiding organizational principles and KPIs of core business functions. Realize and understand why HR is seated firmly in the chair at the executive table as a strategic partner and is viewed as the bridge between the workforce and the organization.

Continuing Education Credits

HRCI – 14 HR(General) Credits   •   SHRM – 14 PDC’s

Schedule

• Day 1 – 10:00 AM – 6:00 PM Eastern Time
  • 15 Minute Break at 12:15 PM ET
  • 1 Hour Lunch at 2:00 PM ET
  • 15 Minute Break at 4:45 PM ET

• Day 2 – 10:00 AM – 6:00 PM Eastern Time
  • 15 Minute Break at 12:15 PM ET
  • 1 Hour Lunch at 2:00 PM ET
  • 15 Minute Break at 4:45 PM ET

Seminar Fee Includes:

Free consulting service on questions related to the Certificate Program for 3 months starting the day of the seminar. The participant will be provided with an email address and they will get a response within 48 hours.

• Seminar Material
• A hard copy of the presentation
• Interactive Process Package
• Certificate

Why You Should Attend this Workshop

By joining this comprehensive training program, “HR – Winning a Seat at the Table,” you will understand why HR doesn’t need a seat at the table; HR is the table. It’s essential for HR to build strong relationships with people at all levels, but it’s even more important for HR and the CEO to develop a strong relationship. When a strong relationship is present, it allows HR leaders to inspire real change. HR partners are in the room when high-level decisions are being made that impact the company’s success. In this training program, we will thoroughly cover such areas as, but not all-inclusive of the following:

• Why it’s imperative for HR to have a stake in the game
• What it means to have a seat
• How to navigate and own your seat with courage and confidence
• Guidelines, tools, and resources to show your value in the overall company’s success and sustainability.
• When it’s time to build your own table

1. Pre-Test
2. What is meant by “HR: Having a Seat at the Table

• • Entitled to the seat or not
  • Evolution of HR
  • Why you have a stake
  • Understanding the business on an intimate level

3. “Strategy” – What is it? What it’s NOT!
4. “Strategic Planning”

• • Is it beneficial
  • Where should start

5. Why Now?

• • HR Strategy
  • Earn Your Seat
  • Changes at a rapid pace
  • Understanding the direction and the shift

6. Competitive Forces that shape “Strategy”
7. Tips on being a more strategic thinker. Forecast and plan the workforce for a successful future

• • SWOT analysis
  • Scanning the environment
  • Tactical Thinking vs. Strategic Influence

8. Future-Ready Organizations
9. Communication, Communication, Communication
10. Understanding the Business and Financial Acumen

• • Guidance in translating to CEOs and Senior Executives the value of HR, talent management initiatives, employee engagement, and root causes of the business

11. Key steps to earning a seat at the table
12. How Diversity, Equity, and Inclusion impact the business
13. Imposter syndrome: Why it’s important and why it matters!
14. Are leaders born? Qualities that great leaders possess
15. Qualities Great Leaders Possess
16. Manager vs. Leader
17. Elevating the employee experience through strategic HR
18. What should you bring to the table?

• • Best Practices
  • Future-Proof

19. Knowing and understanding at least four characteristics of what future-ready companies have in common.

• • Knowing what they are
  • What they stand for
  • They operate with a fixation on speed and simplicity
  • All seek to grow through upskilling, innovation, and continuous learning

20. Leading through change & implementing positive change
21. Preparing the business for success during the next wave of change
22. Understanding the term “Employees aren’t quitting their jobs… they’re quitting their bosses
23. Connecting teams to a larger purpose

• • Setting clear expectations
  • Communicate how the team’s work impacts and affects people within the company, externally, and from a community standpoint
  • Ability to articulate the business strategy & how your team contributes to the strategy

24. The new possible: How HR can guide, advise, and build the organization of the future (Forecasting)
25. Talent
26. The TIER-C Factor

• • Trust
  • Influential
  • Emotional Intelligent
  • Reliable
  • Credible

27. Being a trusted advisor
28. What are the BIGGEST Derailers
29. Building Brand, Credibility, and Trust
30. Going beyond knowledge- adopting a capability mindset
31. Activities/Group Discussion
32. 4 Capabilities of Enterprise Leaders: Perform & Transform
33. Improving decision-making skills for the next level

• • Being intentional
  • Aligning strategies to meet the goals of the business
  • How do you influence and help the organization achieve a competitive advantage

34. Becoming more data-driven and why it’s necessary
35. Communicating that includes rational and justification
36. Guest Speaker- Owner of Power Vision and Destination Trucking and Logistics Company to give a 30-minute presentation on owning the seat and the table, why he chose to take this path, and what he looks for in leaders to bring value to the business
37. Embracing and understanding the concept of agency:

• • Taking an action
  • Intervening in a situation
  • Idea of a goal to produce a particular outcome

38. Optimizing workflows to manage critical data better
39. Gaining a deeper knowledge of metrics and how it relates to business objectives
40. Understanding what it takes to make calculated business decisions
41. Aligning strategies to meet goals of the business
42. Knowing the difference between what’s important to HR and what’s relevant to the business
43. Trying to show that you’re impacting the Executive vs. Being the impact
44. The financial and cultural impacts of effective recognition
45. Recruiting and retaining talent in an evolving labor market
46. Everchanging Trends
47. Setting Yourself Apart
48. The Art of Practice
49. Driving High Performance
50. Execution of Strategies:

• • Consistency
  • Communication & Buy-In
  • Courage
  • Confidence
  • Continuous Competence & Integration

51. “Leaning In” Financial/Mental/Physical Well-being
52. Why Connections Matter
53. Pragmatic tools to get HR Leaders ready for the next level, no matter where the HR Leader is in their journey
54. Key Objectives to “Secure the Seat”
55. Courageous Leadership
56. Overview of the “Competitive Advantage”
57. Building Strategic Muscle
58. Strategic HR Leader
59. Think Differently
60. Self-Care
61. Post-Test Review
62. Q&A’s