About

ABOUT THE COURSE

Getting individuals to talk about their concerns, reviewing alternatives and persuading them to take ownership and commitment to action require effective internal consulting skills. By understanding individual’s concerns and creating relationships in which clients (internal) are open to influence, you can gain buy-in and get clients to move on to a position of choice, engagement and clarity.

Change is a constant and you are bound to face uncertainty and conflict within the organisation. As your role and the boundaries in which you operate are changing, you will find that clients (internal) and the organisation’s top management may have different views.

Effective interactions with clients ensure ideas and changes are implemented. This course will help you to consult and deliver learning and development solutions for people that drive and support organisational performance.

LEARNING OUTCOMES

• Understand the consulting framework and approaches and when to use them
• Learn about the five stages of the consulting process and know how to use appropriate tools and templates to support them
• Apply consulting skills, particularly influencing and problem-solving skills
• Identify key stakeholders and the stakeholder drivers that will affect the success of HR initiatives
• Encourage stakeholder involvement to achieve and sustain follow through and implementation

WHO SHOULD ATTEND

• Learning & Development Manager, Advisor, Consultant
• Training & Development Manager, Advisor, Consultant
• HR Director, Manager, Advisor
• CPD Manager
• People Development Manager
• Organisational Development Manager
• Executive Training Manager
• Junior and Intermediate level Instructional Designers

Course Outline

COURSE OUTLINE

The consulting framework model of success

• Defining the roles and responsibilities of a consultant
• Identifying benefits and risks
• Clarifying expectations with internal clients/ stakeholders
• Individual vs. organisation perspectives

Relationship management

• Identifying stakeholders and clients

• Creating partnership and an influencing relationship
• Apply influence principles rather than control
• Understand and apply the power/ interest grid and matrix to identify interest, motivators and agendas
• Using the balance of power checklist to guide interactions
• Using the communication styles tool to identify effective communication methods

The consulting process: 5 steps (Brock)

1.    Contracting: Setting up with the client for success

• Managing different objectives and needs
• Managing below the iceberg
• Speaking to the power/interest grid
• Assertive and authentic communication
• Flexing your communication style

2.    Discovery and dialogue: Identifying the real problem

• Effective analysis conversations
• How to conduct an effective “discovery” meeting
• Effective questioning/listening
  • Opening up dialogue with questions
  • How to develop highly effective questions
  • How to paraphrase what you’ve heard

3.    Planning: Analysis, decision making and client feedback

• Identifying resistance
• Presenting data
• Whole organisation approach
• Options for engagement
• The role of choice
• Using a simple model for effective change management

4.    Engagement and implementation: building commitment and taking action

• Whole organisation approach
• Options for engagement
• The role of choice
• Using a simple model for effective change management

5.    Evaluation: Measurement/success criteria

• Presenting your findings for maximum impact
• How to handle the challenging questions
• Dealing with difficult people in presentations
• Gaining buy-in and commitment

Core skills that underpin successful consulting

• Assertive and authentic communication
• Flexing your communication style
• Managing resistance
• Effective questioning/ listening
  • Opening up dialogue with questions
  • How to develop highly effective questions
  • How to paraphrase what you’ve heard

Facilitator

Penny Holden

Penny Holden has over 18 years in the field of learning and development as trainer, leader, manager, coach and programme designer. Operating in New Zealand, the UK and Australia, Penny has the enviable position of having trained in all sectors (private, government, corporate, NGOs) and across most industries. She brings this in-depth knowledge and experience to offer insightful, rigorous and highly practical and motivating training.

Her training programmes are packed with practical ideas, tools, up-to-date information and strategies for success. She actively works with participants to make training as individual and valuable as possible, ensuring a return on investment. Programme expertise includes leadership and management training, and developing people capability and organisational effectiveness at all levels.

Penny Holden is also facilitating:

• Advanced Train the Trainer
• Change Management for Managers in Times of Restructuring & Redundancies
• Communicating with Diplomacy, Influence and Credibility
• Dealing with Difficult People for EAs & PAs
• Development and Training Needs Assessment
• Effective Performance Conversations
• Facilitation Skills
• Tackling Challenging Conversations for EAs & PAs
• Tackling Challenging Conversations for Team Leaders & New Managers
• Team Leaders & Supervisors Masterclass
• The Influential Leader
• Train the Trainer

In-house Training