Workshop Competencies:

• How HR can concretely contribute to organizational performance
• Ensure HR practices fit together and with the organizational strategies and design
• How HR operates at multiple levels of analysis: the individual, work group, business unit, organization and cross-organizational levels
• Understand industry trends and competitive issues
• Diagnose business problems with a bias toward HR capabilities
• Make business heads responsible for solving their own problems using HR capabilities

Key Benefits:

The goal of this seminar is to help participants understand the ‘new’ strategic role HR should make for itself and know how to tackle its implementation

By the end of this course delegates will be able to:

• How needs develop in the mind of department heads
• How needs develop across an organization
• How people make the decision to “buy”
• How to strategically align selling behavior to the buyer’s psychological buying phases
• Why risk objections are positive and how to handle them
• Convince a 'prospect' that you understand their business
• Get the 'prospect' to admit and focus on problems HR can address
• Diagnose business problems with a bias toward HR capabilities
• Make business heads responsible for solving their own problems using HR
• Create a vision of a solution in their mind that matches HR's capabilities
• Lead others, WITHOUT presenting HR, to the conclusion that they could solve their problem if he had the capabilities of HR
• How to gain access to and establish credibility with line executives
• How to qualify line needs and buying/implementation ability

This workshop is designed for all HR personnel who have the responsibility for leading, negotiating, and building rapport with internal teams, managing change, managing conflict, and implementing strategic HR policies. Those who have to get the work done through others but who have no formal authority would also greatly benefit from this course.

This interactive Training will be highly interactive, with opportunities to advance your opinions and ideas and will include:
• Lectures
• Workshop & Work Presentation
• Case Studies and  Exercise
• Videos and General Discussions

DAY 1 - Building Consulting Skills

• Consulting, Selling and Persuasion difficulties of participants
• Where buyers are having problems
• Background of consulting skills
• Pitfalls of traditional consulting behavior
• Evolution of the process
• Basic principles of consulting
• How departments/organizations buy
• Organizational interdependence
• Creating beneficiaries
• Sponsors and decision makers
• How people buy
• Levels of need

DAY 2 - Developing a Consulting Strategy

• Shifting concerns throughout the 'buy' cycle
• Phases of the buying process
• Buyer objections by phase
• Alignment of buying and consulting behavior
• Staying in alignment throughout the cycle
• Anticipating the buyer’s behavior
• Closing without closing
• Vision Creation
• Developing solutions when buyer has complex problem and you have intangible capabilities
• Conducting a thorough diagnosis
• Leading the buyer to your vision

DAY 3 - Leading, Motivating & Strategic Alignment

• Strategic alignment
• Initial meeting introduction
• Meeting objective
• Positioning statement
• HR department introduction
• Transition into vision creation
• Getting buyer to admit a problem
• Getting buyer to own problem
• Meeting introduction
• Problem diagnosis
• Vision creation
• Capability statement
• Close for further exploration

DAY 4 – Business Unit Head Qualification

• ‘Buyer’ qualification
• Negotiating the sell cycle
• Proposal definition
• Gaining access to power
• Sell cycle control letters
• When to use key consulting steps
• Consulting activity by phase
• Competitive strategies
• Building tactical competitive tools

DAY 5 - Philosophy to Implementation - Course Summary & Review

• Out-competing external suppliers/competition
• Negotiation skills
• Buyer’s emotional hurdle
• HR’s emotional hurdle
• How to develop the needs during a single meeting
• How to negotiate the sell cycle in advance
• The five components of cost justification, a specific cost justification model
• How to maximize utilization of technical and HO resources during the sale

A RECTUS attendance certificate will be awarded to all participants who complete at least 80% of the total course duration.