HR Business Partnership – Working with your Leaders to Build Deeply Engaged Teams NEW
Why You Should Attend This Course
As HR business partners, leaders look to you for possible solutions to address employee engagement issues within their business units or to drive their team’s performance to greater heights.
Recent studies are clear that for teams to perform at their best, leaders need to invest time and energy in building deeply engaged teams. Such teams can accomplish much more than the sum of its parts and this has a positive impact on productivity, business outcomes and profitability.
To achieve this, HR business partners need to take a programmatic approach when working with business to create a culture that promotes meaningful connections as well as the desired mindset and behaviours for individual and team success. This also requires HR business partners and leaders to focus not only on the brain (tools, processes, etc) but also the heart of the business (their people).
Through this light-hearted and interactive workshop based on the Engage & Grow Group Activation SystemTM, you will uncover and learn how you can work with business unit leaders to elevate their teams to becoming more engaged, fun and productive so as to have a positive impact on business outcomes.
1. Leader as opposed to manager.
2. How to use the Engage & Grow High-Performance Team Scorecard to assess the 9 areas that impact how deeply engaged teams are in the various business units are.
3. Programmatic approach to create a workplace ecosystem that enable teams to thrive.
4. Develop a step by step 4-week game plan.
What is Team Engagement?
Define what engagement is, what impacts engagement and what can be done to improve it.
Uncover where your organization may be strong in or may need to work on by leveraging the E&G High-Performance Team Scorecard,
Understand what the cost of disengagement is actually is for your organization.
What should be present?
The 5 levels of leadership in the context of managing teams and people.
A clear sense of direction and culture will help teams build a sense of collective purpose. Get clear on what culture means for your organization.
When team members understand of how each person’s personal vision intertwines with work vision, this brings the team closer together on their journey. Reflect and examine the “heart” and “brain” issues that are missing in your organization and teams.
Explore what behaviours should drive your organization’s values and the 5 behaviours that will drive team success for your organization.
Explore what collective strengths are needed in your organization for teams to succeed and what strengths you bring to your team.
Create a space that promotes open and honest communication for team members to provide and receive feedback from each other as well as create their individualized development plan.
Closing the gaps
Based on what unfolded in the earlier activities, commit to a 4-week game plan to address the issues raised.
Strength-Based Outdoor OR Indoor Team Activity
Recognition can be for exhibiting one of the behaviours, strengths or something that team member did.
HR Business Partners, HR practitioners, L&D practitioners, Business Owners, Entrepreneurs, People growing into HR Development roles
Earl started his career practising law in one of Singapore’s top law firms. Subsequently, he ventured into the world of digital marketing start-ups. There he moved from managing clients and project teams to managing the organization. Through the years, Earl has worked with MNC clients as well as in 4A agencies managing clients, operations and teams.
In the world of digital marketing, Earl was exposed to the importance of looking through the lens of the user and understanding the user journey when developing campaigns, advertisements and applications for the consumer. Applying design thinking principles was critical. In this capacity, Earl has worked with technology clients such as Hewlett Packard, Microsoft and PayPal, FMCG clients such as the Spa Esprit Group and Imedeen as well as Online Gaming clients such as Glu Mobile.
Through the various leadership roles he has held, Earl also learnt the importance of putting people first when developing team structures and managing people. In his last role, Earl was responsible for building an agile team structure to allow team members to work remotely across several regions, cities, cultures and languages. To do this, he had to look at the whole user experience to develop team structures as well as apply design thinking principles. This experience reinforced his passion for working with people to bring out their potential and in building highly engaged happy teams.
His personal mission is to work with people committed to and passionate about achieving great outcomes by putting people at the heart of what we do.
12 Sep 2019
05 Dec 2019
- MIS Member enjoy 20% Discount
- Register for 3 or more participants to enjoy 5% Group Discount