Monthly Archives: March 2015

HR DIRECTOR and STRATEGY

HR DIRECTOR ATTRIBUTES

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HR Director Attributes – an effective HR Director..

  • Provides strong leadership and direction
  • Can work across a multi stakeholder community
  • Has ability to deliver cohesive OD and people strategy enabling business strategy
  • Knows how to  drive through change improving performance and productivity
  • Has excellent interpersonal skills
  • IS Highly influential
  • Leads  and drives HR capability
  • Develops and implements HR policy including Management/Leadership development training
  • Enables Succession planning and reward processes
  • Is an agent of cultural change  enabling a collegiate and participative culture

Professional HR attributes

What would you add?

  • Astute commercial acumen; not just of your own business but of the economic and social factors affecting the company’s markets
  • Authentic Consultancy Skills; genuine partnership and expert questioning and problem solving.
  • Expert relationship management; not new concept obviously but must be done well with the right people, not just the obvious ones.
  • Proactivity and Opportunity spotting – pre-empt business issues and deliver tomorrow today.
  • Active External Networking – bring external perspectives to your business and develop a reputation for yourself.
  • Innovation and creativity – Innovate! if you can’t then see what innovations you can adopt and champion. Move things forward.
  • Exceptional Influencing Skills; master the art of persuasion based on addressing their dissatisfaction not yours. create a buzz of activity.
  • Output focus and Metrics – baseline activity before starting and measure success – absolutely essential.
  • Courageous conviction – passionately believe in what you do and what a difference you can make. Fight your corner and have the courage of your convictions.

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HR DIRECTOR BOOKS

HR STRATEGY BOOKSTORE

INSIGHTS ON BOARD PRESENTATIONS

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INSIGHTS ON BOARD PRESENTATIONS

Members of boards are generally very smart, experienced, and successful professionals. They are interested in facts, well-developed ideas, and plans.

They usually grasp ideas and issues very quickly and ask penetrating questions. In addition, board members are often very busy and don’t like to waste time.

They want and expect concise presentations as well as crisp and accurate responses to difficult and complex questions.

 

Your response?

1.Prepare Your Mind

The purpose of a board presentation is to provide clear, concise, and compelling information so that the board can make strategic financial decisions for your company or organisation.

To make an effective board presentation, you need to deeply understand the issues, and present them easily, smoothly, and concisely at differing levels of detail.  

You need to be able to think on your feet and respond to difficult questions (and possibly difficult questioners) in a clear, concise, and compelling manner.

Make no mistake; board members are evaluating your abilities based on your communication skills as much as they are evaluating the information you present.

So, the stakes are high. Whilst poor board presentations can potentially damage your career if delivered successfully they will help advance your career.

Position it as an incredible opportunity to show off your skills. You were chosen, not someone else, to make this presentation and that means that whoever invited you believes in your abilities to make a fantastic presentation.

 

2.Understand Expectations

Next, it is important to understand why you were invited and what you are expected to deliver. Be clear about the stated and perhaps unstated goals of the presentation. Ask what possible reactions or objections might be and from whom. Your sponsor /mentor wants you to be successful so they should be willing to do what it takes to help you understand the exact purpose and agenda for your presentation.

 

3.Develop Your Board Presentation Template

 

As with any critical communication, you need to be able to boil down your thoughts into one core message. Use this thinking to develop your own template adjusted for your organisation and the challenge implied to deliver a powerful board presentation.

Consider using a single-page board presentation template that has a space in the centre for your core message surrounded by lines for your three or supporting key points with empty bullets for your two or three forms of support. 

First, create your core message based on the “what and why now” you have learned.

The core message should be one or two simple sentences stated in clear language. It might take some time to get this worded correctly, but it’s worth the effort.

Once you have the core message, the next step is to define 3 or 4 (and only 3 or 4) key points that support your core message.

If you can’t distill your work into a few ideas, then you haven’t worked hard enough to sharpen your messaging.

Then, for each of your points, you should put together 3-4 different forms of support.

Remember, that support for your key arguments comes in many forms including: financial or statistical evidence, research conclusions, stories, testimony, analogies, etc.

You won’t use all the forms of support in your planned presentation.

Choose your best evidence for the presentation while keeping the others in reserve to address questions or concerns.

Finally as with all great communication consider three aspects:

What do you want the board members to   FEEL, THINK and DO?

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If you would like help with a specific board presentation contact me to discuss specific ,customised coaching

cobbep@gmail.com

NOW ACCEPTING NEW CLIENTS : Coaching via Skype / Facetime / 1 to 1 meetings

My career experience includes HR Director and senior executive roles in Barclays plc and Tesco plc leading major transformation and complex change programmes reporting at Board level .I have an MBA, BA and I am a member of the CIPD and Association for Coaching. I am an accredited coach with over 12 years of private client coaching experience and as an associate consultant with Penna (UK) dealing with career, life,executive and business coaching and counselling. I work in mentoring and coaching partnerships with executives to help achieve gains of importance to them.I help people of all ages, different cultures and job levels to understand more about themselves, their impact on others and how to develop across major dimensions in life.
I respect the integrity and confidentiality of my clients building on their existing great skills and abilities and evolving enhanced self guidance : ” No one in the world was ever you before, with your particular gifts and abilities and possibilities.”

Specialties: Holistic / systemic approach to coaching
Remote coaching via Skype and Apple Facetime
Coaching for Executive performance /High Potential including C level
First 100 days
Career Coaching/portfolio lifestyle
Coaching for powerful presentations
Life Coaching
Executive advice on staff insight surveys
Facilitating key meetings and C- level strategic retreats engaging around people decisions that flow from business choices
Business/HR Strategy ,Change Leadership
Communications strategy
Psychometrics,NLP,Emotional Intelligence
Confidence&Self Esteem
Creativity coaching
Independent Consulting propositions coaching
Non Executive director coaching
Business Report/White Paper writing
Graduate career coaching
Just a thought :

Five frogs are sitting on a log.
Four decide to jump off. How many are left?

Answer: five. Why? Because there’s a difference between deciding and doing.

Mark Feldman