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Executive Education
Clariden Leadership Institute
Strategic HR: Moving from Operational to Strategic HR (UK)
Paul Gustavson
Organization Planning & Design Inc
Paul Gustavson, Organization Planning & Design Inc
  • Author of two bestselling books “Running into the Wind, Bronco Mendenhall, Five Strategies for Building Successful Teams” and “Living by the Power of Design”
  • Paul’s work has been featured in over 50 books, company magazines and periodicals, including, Business Week, The New York Times, The Wall Street Journal, Fortune Magazine and many more
  • Paul’s Organizational Design and Planning Model has been implemented by his clients and proven successful results
Paul W. Gustavson is a leading management consultant specializing in strategy and organization design, business process improvement, leadership development, the design of high performance teams and work systems, change management and knowledge management. He has co-authored two best-selling book on “Running into the Wind, Bronco Mendenhall, Five Strategies for Building Successful Teams” and “The Power of Living by Design” and his work was featured in over 50 books, company magazines and periodicals, including, Business Week, The New York Times, The Wall Street Journal, Fortune magazine and many more. His Organisational Design and Planning Model has implemented by his clients and proven successful results.
 
Testimonials:
 
“Several years ago when I was leading a large transformation project for the upstream division of an integrated oil and gas company, I reached out to Paul to lead us through the design of our new organization. Not only did his expertise help us deliver award-winning world class results on that project, his principle-based techniques and methods have met the test of time as I've applied them on numerous other company transformation projects over the past few years. On a personal note, I've attempted to incorporate Paul's teaching style into my own approach as a business consultant and as a leader of organizations in transformation or rapid growth phases.” – Hess
 
“After working with Paul on workflows and organizational design, the bank increased profits from $1.8 mil to $3 mil all within 30 months. This is most remarkable given the complete turn-around in a relatively short time period. Both bank staff and management became the talk of American Express Financial Services, and even with bank regulators given our greatly improved loan controls and auditing procedures. Paul shared several methodologies and taught us how to think about workflow processes and desired outcomes. He then challenged us to come up with organizational designs that produced those outcomes and various control and reward systems to monitor and reinforce those desired outcomes.” – American Express

Program Summary

In this interactive and comprehensive 2-day executive program, you will be guided to be a player at the table creating value to the C Suite 3 (CEO, CFO and CHRO) of future and the organization in this age of disruption.

 

This program will equip you with skills to set the people agenda and discover sensible ways to manage business issues. You will grasp the knowledge in positioning your organization and understanding its potential to disrupt its industry and not get bogged down in administrative tasks.

 

In addition, you will be able to bring first rate analytics to help your organizations to make sense of your employee data and get the most out of your human capital. You will also learn critical techniques in predicting the outcomes and performance of your organizations based on your knowledge of culture and human capital that fit with the work of your organization.

 

At the end of the 2-day program, you will be able to quantify costs and benefits (ROI) by pinpointing precisely the reason of your organization not performing well or reaching its goals as well as recommend actions that will unlock and create value for your organization.



Programs, dates and locations are subject to change. In accordance with Clariden Global policy, we do not discriminate against any person on the basis of race, color, sex, religion, age, national or disability in admission to our programs.

Introduction

HR has endured a season of disgruntlement where various journals indicated that many organizations are questioning the value of HR contributing to their organizations. A recent cover by Harvard Business Review (HBR) suggested in an article that “it’s time to blow up HR” while Ram Charan proposed that human resources functions should be break up and giving the responsibilities to the CFO. It seems that most of these doubts derived from organizations where their HR spend their time in administrative and compliance related activities or in out dated HR Practices from decades past. The research is clear that if HR is going to be part of the C Suite 3 of the future (CEO, CFO and CHRO), then it needs to bring a particular set of capabilities and value to the table. CEOs know that businesses don’t create value; people do. In order for Human Resources Leaders to be a player at the table creating value for the C Suite 3 and the organization, it needs to understand that organizations are in the age of disruption.

 

To address these critical challenges most HR is facing, Clariden Global’s latest program on Strategic HR: Moving from Operational to Strategic HR, led by Paul W. Gustavson who is a leading management consultant specializing in strategy and organization design, business process improvement, leadership development, the design of high performance teams and work systems, change management and knowledge management, will help you to boil down the reams of frameworks and tools for HR professionals in building and/or increasing capabilities in driving the organization and creating greater value for the organization.

 

The program is designed with different interactive exercises and proven best practices that will provide you with insights on diagnosing people problems in their organizations through success proven Organizational System Design (OSD) and actions to unlock and create value in the HR team. You will also learn how to capitalize the organization’s business processes and HR business processes that will assist you to create a differentiation strategy that add unique value to your organization. Last but not least, you can expect to grasp the skills in developing a high performance team and a leadership brand for your organization that creates competitive advantage for your organization.

 

By the end of this program, you will walk away with key principles and tools in capturing the hearts and minds of your human capital to enhance its engagement as well as methodologies in predicting outcomes and highlighting financial benefits of your organization.

What You Can Expect

  • EMPLOY the Organizational Systems Design (OSD) model to diagnose people problems in organizations and prescribe actions to unlock and create value
  • IDENTIFY and CATEGORIZE the organization’s business processes in order to create a differentiation strategy that add unique value to the organization
  • LEARN and understand the core HR business processes in order to create a differentiation strategy that add unique value to the organization
  • DEVELOP high performance teams for organization that creates competitive advantage
  • CREATE a “leadership” brand for organization that creates competitive advantage
  • DESIGN key knowledge, creating and sharing designs that creates competitive advantage
  • GRASP the principles and tools for capturing the hearts and minds of human capital to enhance their engagement
  • EXPLORE methodologies on how to predict outcomes and highlight financial benefits as a way to add value to organizations

Who Will Benefit Most

This highly interactive program is designed for Executives, Managers, Directors, Head of Departments, CHROs (Chief Human Resource Officer), CPOs (Chief People Officer), CLOs (Chief Learning Officer) and CKOs (Chief Knowledge Officer) but not limited to, human capital, learning & organization development, compensation & benefits as well as practitioners involved in HR strategies.

Program Outline

Day 1 - 18 May 2017 | 09:00 - 17:00

 

Session 1 - Establishing a need for new or increased capabilities in the new role of HR in creating value in the organizations in this age of disruption

 

  • Learn about the principles of disruption like to disrupt or be disrupted, the shockwaves that cause disruptions, the blindfolds that cause leaders to catch in being disrupted
  • Learn why some organizations consistently outperform others in their same industry. Is it by chance or by design and development
  • Review the changing role of HR over the past decades
  • Explore the six key elements required of HR organizations today to move from being seen as a cost centre to a significant contributor to creating value in today’s challenging times
  • Learn about the power of differentiation and creating competitive advantage through uniqueness in the organization’s capabilities and culture design in your selected market segment
  • Application exercise – Identify how HR is seen in your organization today and how would you like HR to be seen in the future and which are the six key elements would you like to improve in your organization's HR capability

 

Session 2 - Leveraging Organizational Systems Design (OSD) model to help identify organization’s external influencing factors and disruptions, choices, culture and outcomes

 

  • Overview the three key analysis tools for understanding an organization competitive landscape: 1) environmental scan; 2) business process analysis and 3) culture analysis
  • Learn the key external influencing factors / disruptions that can impact your organization’s key strategies
  • Learn the key design elements in setting your organization’s strategy and direction
  • Learn the other key design choices associated with an organization’s structure and system design and the necessity for alignment
  • Learn the key elements associated with identifying an organization's culture
  • Learn the best practices associated with identifying an organization’s outcomes
  • Application exercise – Develop an organizational model and culture for your organization

 

Session 3 – Diagnose elements through the Organizational Systems Design (OSD) model that boost effectiveness, improve performance and unlock and create value

 

  • Overview on how to assess an organization’s external influencing factors and disruptions which impact an organization's choices, culture and outcomes
  • Identify and learn how to assess the key categories of an organization’s performance outcome
  • Understand how to assess the key elements that define your organization’s culture
  • Using the ten OSD design choice categories and learn how to assess which drive and influence an organizations culture and its results in a positive way and which don’t
  • Application exercise – Using the Organization Systems Design (OSD) model do a gap assessment of your organization’s design, culture and results potential to be disrupted or to disrupt

 

Session 4 - Identify and categorize the core organization business processes in order to set the people agenda for the organization

 

  • Learn how to map your organization’s core and enabling processes
  • Learn how to categorize your organization’s business processes as competitive, competitive enabling, business essential and compliance work
  • Learn how to utilize these inputs to develop great HR processes which deliver a compelling human capital strategy for the organization
  • Application exercise – Identify and categorize your organization’s processes at a higher level in order to improve the organization’s human capital strategy

 

Session 5 - Learn how to identify and categorize the six HR business processes that enable reinvention in the organization’s business processes

 

  • Learn how to map your organization’s HR processes
  • Learn how to categorize your organization’s HR’s processes as competitive, competitive enabling, business essential and compliance work
  • Learn how to utilize these inputs to develop a compelling human capital strategy for the organization
  • Application exercise – Identify and categorize at a high level your organization’s HR processes for your organization in order to inform the organization’s human capital strategy

 

Day 2 - 19 May 2017 | 09:00 - 17:00

 

Session 6 - Identify and develop high performance teams for the organization that can create competitive advantage for the organization

 

  • Explore the best practice principles and methodologies in building high performance teams
  • Learn the five different stages of development for a team and how to develop appropriate descriptors for each stage
  • Learn how to assess the stage of development of your teams and develop approaches for moving from one stage to another in your organization
  • Application exercise – Apply these team principles and tools in developing high performance teams in your organization by assessing their stage of development and how they can increase their capability in the next stage

 

Session 7 - Develop a leadership brand with leadership performance models and create competitive advantage for an organization

 

  • Review and research on the power of developing a leadership brand and performance models for your organization
  • Identify the key results and organizational capabilities needed to create competitive advantage for your organization
  • Identify what leadership capabilities are needed in your organization to compete effectively in your environment and which are needed to create a disruption and separation in your environment
  • Review the best practices for assessing and developing these capabilities
  • Application exercise – Develop a plan for developing a leadership brand with leadership performance models for your organization which create a distinct competitive advantage

 

Session 8 – Understand critical knowledge is the purest source of competitive advantage and success of great organizations

 

  • Identify key performance requirements for the new organization design
  • Determine different types of knowledge necessary to deliver those performance requirements
  • Study the appropriate learning processes for different types of knowledge required to achieve the performance requirements
  • Examine the organizational design elements (e.g. communities of practice) needed to support the learning processes and elements needed to develop the capabilities that achieve outstanding performance
  • Application exercise – Identify the key roles needed to support the organization’s design and begin to develop a model to identify the types of knowledge needed

 

Session 9 - Learn the key tools in capturing the hearts and minds of their human capital to enhance their engagement

 

  • Review key research and findings in understanding change at an individual, team and organizational levels
  • Discover how to utilize stakeholder analysis tool to help ensure buy in and the capturing of the hearts and minds of those in each of the key stakeholder groups
  • Explore the various roles needed to capture the hearts and minds of members of the organization
  • Explore the key elements of a communication plan and how best to utilize them for capturing hearts and minds
  • Review the best practices associated with developing an employee engagement plan for your organizational development effort
  • Application exercise – Using the capturing hearts and minds principles and tools to complete a communication and engagement plan for your organization

 

Session 10 - Planning your back home organization development project

 

  • Review the 9 key course content modules: 1) Understand the law of the 21st Century which is to disrupt or be disrupted and the tools to enable reinvention (2) Utilizing an organizational systems design model for diagnosing and identifying actions to take; 3) Identifying and categorizing your organization’s work processes; 4) Identifying and categorizing your organization’s HR’s processes 5) Design a high performance team structure; 6) Developing a Leadership Brand with Leadership Performance Models; 7) Competing on Knowledge; 8) Capturing Hearts and Minds; (9) Learn methodologies on how to predict outcomes and highlight financial benefits as a way to add value to the organizations
  • Application exercise – Develop a project plan for developing your organization’s human capital, differentiation and disruption strategy

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Venue: Conrad London St James
Date: 18 - 19 May 2017
Faculty: Paul Gustavson
Early Bird 1: £1,295 (by 23 March 2017)
Early Bird 2: £1,495 (by 20 April 2017)
Regular Fee: £1,595
Group Discount: 2nd participant get 10%, or register 3 participants and 4th participant get a complimentary seat
(1 discount scheme applies)
Contact: kevin@claridenglobal.org
 
 
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