Get it, Got it, Great.Applying external consulting techniques to internal

consulting.

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Agenda

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1. Introductions

2. HR World

3. Survey Says...

4. What sets consultants apart?

5. Consultant tips – what and how

Tell me about you

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A great time to be in HR

LeadershipTalentCultureBusiness results

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Trends/evolution of HR HR Administrative support

HR Functional experts

Strategic HR

Outside - In 5

Competencies for HR Success1. Strategic positioner2. Credible activist3. Capability builder4. Change champion5. HR Innovator and integrator6. Technology proponent

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What are the desired skills for an HR Business Partner?“Are you able to set a new level of HR by collaborating with all your stakeholders and being the sparring partner for managers?”

“Can you work in a complex matrix environment and with stakeholders in diverse locations?”

“This is a role suitable for someone who is ready to make changes to an organization.”

“The HR Business Partner is responsible for assisting organizational leaders in developing and advancing strategic solutions and organizational goals.”“The HR Business Partner

must understand both customer and business needs, ensuring strategy is aligned with both.”

“To be successful the HR Business Partner must possess a unique blend of business and people savvy; a big-picture vision, and the drive to make that vision a reality.”

“The HR Business Partner is focused on helping leaders own and manage the employee experience in a way that is aligned with our culture and the overall direction of the organization.”

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What is expected of an HR business partner?

Developing as a business expert and

becoming more influential, credible

and knowledgeable in your interactions

with your internal clients.

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What are Organizations saying about this role?

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Choose the top challenge an HRBP faces.

a) Balancing competing priorities to keep up with demands

b) HRBPs can’t get enough data

c) HRBPs are seen as reactionary “problem solvers” rather than strategic business partners

d) Inconsistency in the vision

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Survey Says:

a) Balancing competing priorities to keep up with demands

b) HRBPs can’t get enough data

c) HRBPs are seen as reactionary “problem solvers” rather than strategic business partners

d) Inconsistency in the vision

33%

7%

55%

5%

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Choose the top critical skill for an HRBP.

a) Critical thinking

b) Relationship building

c) Influencing skills

d) Listening skills

e) Business acumen

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Survey Says:

a) Critical thinking

b) Relationship building

c) Influencing skills

d) Listening skills

e) Business acumen

20%

10%

40%

10%

20%

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What can improve/change?

a) More strategic thinkingb) Better alignment with

business prioritiesc) Reestablish HRBP as a true

business partner, rather than a day to day “problem solver”

d) Inclusion of HRBPs in initial stages of decision making

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Survey Says:

a) More strategic thinkingb) Better alignment with

business prioritiesc) Reestablish HRBP as a

true business partner, rather than a day to day “problem solver”

d) Inclusion of HRBPs in initial stages of decision making

20%

10%

50%

10%

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HRBPs should be more consultative.

a) Agree

b) Disagree

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Survey Says:

a) Agree

b) Disagree

89%

11%

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HRBPs should know more about the Business.

a) Agree

b) Disagree

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Survey Says:

a) Agree

b) Disagree

100%

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HRBPs have respect from the Business.

a) Agree

b) Disagree

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Survey Says:

a) Agree

b) Disagree

33%

67%

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HRBPs have the resources they need.

a) Agree

b) Disagree

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Survey Says:

a) Agree

b) Disagree

33%

67%

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Solution Chain

NeedHR Business

PartnerHR Services

External Solution Provider

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How do we get the right info the first time and provide value?Keys to consultingTips for you to useEffective behaviours used

by sales professionals

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Q:What sets consultants apart?A: Higher quality

conversations

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What sets consultants apart?Higher quality

conversations

1. Diagnostic conversations

2. Selling conversations3. Consultative

conversations

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Key Consulting CompetenciesService

Getting feedback Having a process

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Service and Support ModelTypically work reactivelyGoal is to find ways to work

more proactively

Tip: Common language for serviceUnforgiveable Unremarkable Unforgettable

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Your Service score?

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Tips for Soliciting Feedback from Your Internal ClientsBe selective, not every time.Timing is everythingAsk for specifics using

open questions Listen activelyThank you’s go a long way

TIP: The Listening Quiz

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Listening Quiz

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Establish Rapport and Credibility

Understand the Issue and Desired

Results

Present Options and

Recommendations

Plan and Implement the

Recommendations

Evaluate Results and Lessons

Learned

5 Step Process

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Step 1: Establish rapport and credibilityKnow your client Know your client’s perspective

TIP: Know the Business worksheet

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“Know the Business” worksheet

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Step 2: Understand the issue and desired resultsPrepareGather informationIdentify success criteriaExplore root causesIdentify optionsConsider implications of the options

TIP: Why 5/What 5 Root Cause Vs. Symptoms

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Why 5 / What 5

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Step 3: Present options and recommendationsAddress success criteriaFact based recommendationPresent and persuade

Tip: strong communication with IOCBAA

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IOCBAA

Issue/Problem

Opportunity/Solution

Credentials

Benefits

Action

Agenda

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Step 4: Plan and implement Identify factors that impact

implementation successAssign implementation

accountabilityBuild action schedule Execute actions

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Step 5: Evaluate results and lessons learnedProvide appropriate awareness

of progress and resultsProvide final status of initiative

or projectDiscuss lessons learned

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5 Step Process

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Get it, Got it, Great.Applying external consulting techniques to internal

consulting.

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