1. Applying external consulting techniques to internal consulting.1

2. Agenda1. Introductions2. HR World3. Survey Says...4. What sets consultants apart?5. Consultant tips what and how2 3. Tell me about you3 4. A great time to be in HR Leadership Talent Culture Business results4 5. Trends/evolution of HRHR Administrative support HR Functional experts Strategic HR Outside - In5 6. Competencies for HR Success1. Strategic positioner2. Credible activist3. Capability builder4. Change champion5. HR Innovator and integrator6. Technology proponent 6 7. What are the desired skills for an HRTo be successful the HRBusiness Partner? Business Partner must possessAre you able to set a new level of HR a unique blend of business andby collaborating with all your people savvy; a big-picturestakeholders and being the sparringvision, and the drive to make thatpartner for managers?The HR Businessreality. is responsible vision a Partnerfor assisting organizational leaders inCan you work in a complexdeveloping and advancing strategicmatrix environment andsolutions and organizational goals.with stakeholders in diverselocations?The HR Business PartnerThe HR Business Partner ismust understand both customerfocused on helping leaders own and business needs, ensuringand manage the employeestrategy is aligned withexperience in a way that isboth. This is a role suitable aligned with our culture and the for someone who is ready to overall direction of the make changes to an organization. organization.7 8. What is expected of an HR businesspartner?Developing as a business expert andbecoming more influential, credibleand knowledgeable in your interactionswith your internal clients. 8 9. What are Organizations sayingabout this role?9 10. Choose the top challenge an HRBP faces.10a) Balancing competing priorities to keep up with demandsb) HRBPs cant get enough datac) HRBPs are seen as reactionary problem solvers rather than strategic business partnersd) Inconsistency in the vision 11. Survey Says:11a) Balancing competing priorities to keep up with 33% demandsb) HRBPs cant get enough data 7%c) HRBPs are seen as reactionary problem 55% solvers rather than strategic business partnersd) Inconsistency in the vision5% 12. Choose the top critical skill for an HRBP. 12a) Critical thinkingb) Relationship buildingc) Influencing skillsd) Listening skillse) Business acumen 13. Survey Says: 13a) Critical thinking 20%b) Relationship building 10%c) Influencing skills40%d) Listening skills10%e) Business acumen 20% 14. What can improve/change? 14a) More strategic thinkingb) Better alignment with business prioritiesc) Reestablish HRBP as a true business partner, rather than a day to day problem solverd) Inclusion of HRBPs in initial stages of decision making 15. Survey Says: 15a) More strategic thinking20%b) Better alignment with business priorities10%c) Reestablish HRBP as a true business partner, rather 50% than a day to day problem solverd) Inclusion of HRBPs in initial stages of decision 10% making 16. HRBPs should be more consultative. 16a) Agreeb) Disagree 17. Survey Says: 17a) Agree 89%b) Disagree11% 18. HRBPs should know more about the Business.18a) Agreeb) Disagree 19. Survey Says: 19a) Agree100%b) Disagree 20. HRBPs have respect from the Business. 20a) Agreeb) Disagree 21. Survey Says: 21a) Agree 33%b) Disagree67% 22. HRBPs have the resources they need. 22a) Agreeb) Disagree 23. Survey Says: 23a) Agree 33%b) Disagree67% 24. Solution Chain HR Business External SolutionNeed HR ServicesPartnerProvider 24 25. How do we get the right info thefirst time and provide value? Keys to consulting Tips for you to use Effective behaviours used bysales professionals 25 26. Q:What sets consultants apart?A: Higher quality conversations26 27. What sets consultants apart?Higher quality conversations1. Diagnostic conversations2. Selling conversations3. Consultative conversations27 28. Key Consulting Competencies Service Getting feedback Having a process 28 29. Service and Support Model Typically work reactively Goal is to find ways to work more proactivelyTip: Common language for serviceUnforgiveable Unremarkable Unforgettable 29 30. Your Service score?30 31. Tips for Soliciting Feedback fromYour Internal Clients Be selective, not every time. Timing is everything Ask for specifics usingopen questions Listen actively Thank yous go a long wayTIP: The Listening Quiz31 32. Listening Quiz 32 33. 5 Step ProcessEstablish Rapport and CredibilityUnderstand the Issueand Desired ResultsPresent Options and Recommendations Plan and Implementthe RecommendationsEvaluate Results andLessons Learned33 34. Step 1: Establish rapport andcredibility Know your client Know your clients perspective TIP: Know the Business worksheet34 35. Know the Business worksheet35 36. Step 2: Understand the issue anddesired results Prepare Gather information Identify success criteria Explore root causes Identify options Consider implications of the optionsTIP: Why 5/What 5Root Cause Vs. Symptoms 36 37. Why 5 / What 5 37 38. Step 3: Present options andrecommendations Address success criteria Fact based recommendation Present and persuadeTip: strong communication with IOCBAA38 39. Issue/ProblemOpportunity/SolutionCredentialsBenefitsActionAgenda 39 40. Step 4: Plan and implement Identify factors that impactimplementation success Assign implementationaccountability Build action schedule Execute actions 40 41. Step 5: Evaluate results and lessonslearned Provide appropriate awarenessof progress and results Provide final status of initiativeor project Discuss lessons learned 41 42. 5 Step Process 42 43. Applying external consulting techniques to internal consulting. 43 44. 44