Techniques you learn in this workshop will help you:
- Be seen as a strategic partner, instead of an training order-taker.
- Learn new tools for conducting a better needs analysis.
- Have better alignment between your final product and the business need.
“Please deliver some leadership training to my supervisors,” is the type of request frequently obtained from managers and other clients we support. This request is coming with a pre-determined solution, or tactic. By responding to the request as presented, we may be using time and resources on a solution that yields limited return to the organization. If we indicate to the requesting manager that this solution may be unnecessary, we can be viewed as non-supportive.
What is required is that we influence the thinking of the manager through the questions we ask. The goal is to ask powerful questions that yield a response from the manager such as this: “I’m not certain of the answer – but that is a great question!” We are uncovering an opportunity to work in a far more strategic, and business-linked, manner. We are putting a pause on the solution while we assist the manager in determining what actions are needed. When partnering in this way, we are making the enhancement of human performance (not just learning solutions) our business.
As a result of this program, participants will be able to:
1. Differentiate among transactional, tactical, and strategic work, using criteria to determine whether a situation requires a strategic or tactical implementation.
2. Use the mental model performance consultants employ to define and align four organizational needs: business, performance, individual, and organizational capability.
3. Identify the true client with whom to partner.
4. Use SHOULD-IS-CAUSE logic to analyze the client’s request determining information that is known and unknown about that specific situation.
5. Ask powerful questions to reframe requests for HR and learning solutions into a discussion of the client’s required business and performance results, determining the appropriate next steps.
ABOUT OUR SPEAKER:
Dana Robinson founded Partners in Change, Inc. in 1981 and served as its President for 27 years. She is a recognized leader in the area of performance technology, assisting organizations in defining the performance of people needed to achieve required business goals. As a consultant, Dana has assisted hundreds of HR and Learning functions to transition from a traditional and tactical focus to a performance and strategic focus.
With Jim Robinson, Dana has co-authored seven books, including the first book ever published on the subject of performance consulting. This book, Performance Consulting: Moving Beyond Training, published in 1995, was selected by the Society for Human Resource Management (SHRM) for its book of the year award. The Robinsons have also co-authored a book with Ken Blanchard entitled Zap the Gaps! Target Higher Performance and Achieve It! (2002). In 2005, a book focusing on the role of HR business partner was published. This book is titled Strategic Business Partner: Aligning People Strategies with Business Goals. The third edition of Performance Consulting, coauthored with Jack and Patti Phillips and Dick Handshaw, was released in the spring of 2015.
Dana has received numerous awards throughout her career, including the Distinguished Contribution Award by ATD and the Thought Leadership Award by ISA. In 2010 she was inducted as a Fellow into the Leadership and Organization Development Hall of Fame, and in 2013 she and her husband were given the Thomas Gilbert Award for Distinguished Professional Achievement from ISPI.
Dana lives in Raleigh, North Carolina. She is partnering with the Handshaw firm to deliver the performance consulting services this firm provides to clients.
Dana has spoken at many industry conferences, including multiple appearances at ATD and ISPI conferences..
Doors open at 8:00am. Room 1C. Free parking.