Before HR professionals can help their organizations tackle talent challenges outside the Human Resources function, they must successfully address their own effectiveness in leading. The first step is to assess where HR leaders stand now on their own leadership competencies, the second is to determine what improvements they should and need to make. To answer this call, HR leadership must be “coachable”.

The three biggest factors to drive sustainable change in any leader are:

1) Self-awareness of the leader – do you know your blind-spots/derailers?

2) “Coachability” of the leader – would you change if you did know them?

3) Supporting a leader’s change – will the organization let you change?

Unfortunately, often too little is being done to assess and improve HR talent. HR leaders are stretched to the limit and the very HR leaders pushing for their internal business partners to change and grow often ignore the most important client - themselves. It is imperative that we as professionals take the time to improve. In some ways we will be demonstrating to the organization that we aren’t afraid to take our own Leadership Development medicine.

Participants will gain insights into:
- Recommendations for assessment, coaching, and development for HR leaders

- How to assess one’s own “coachability”

- Active strategies to maximize support for long-term change of HR leaders

- The Habits that differentiate HR superstars from everyone else

- Tips for leveraging your experience to your supported functions

“If you know the enemy and know yourself you need not fear the results of a hundred battles”

Sun Tzu

01/29/2013 3:00 pm o'clock

01/29/2013 4:00 pm o'clock

Julie Ogilvie

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