Agile People

Day 1 – Agile People Fundamentals

• Introduction to Agile People and important principles / tools
  The foundation of Agile People’s mindset is about the principles, values, methods and tools that we need to start using to release competence and innovation.
• Psychological safety as a foundation for a learning organization
  The importance of an approach that is pervaded by security and confidence to increase profitability and innovation.
• Emerging strategies, structures and goals
  Emerging strategies instead of long-term planning, new ways of working with strategy, budgets, goals, performance processes and rewards. Using value stream mapping to optimize flows in a system instead of working with resource optimization and sub-optimization of departments.
• Building conditions for agile culture
  Creating conditions for a fantastic culture where people can perform at their optimal level with a sense of being supported and secure.
• The learning Organization as Strategy and the future role of HR and managers
  The Buddy system to increase cross-border collaboration and increase the opportunity to create a fantastic organization together
• Summarizing and following up on our own challenges and the next steps.

Day 2 – Agile People HR

• How HRs role is changing when we need to increase Business Agility.
  Design the talent/people elements needed to help support an Agile transition in an organization and explain how different contexts can influence the approach to be taken.
• Performance management and examples & cases:
  Appraise current performance management practices and identify ways of bringing Agile thinking to enhance performance, accountability and growth.
• Compensation and Benefits.
  Examples and Cases. Describe and contrast traditional incentive structures with Agile-friendly structures.
• Talent Acquisition and onboarding:
  Design a sourcing strategy that can be used to find and acquire the “right” people to support the strategic growth of the organization taking values, culture, diversity and collaboration into the hiring decision.
• Employee Engagement:
  Recommend different motivational tools to be applied in a context and describe how the traditional employee engagement survey is changing.
• Learning and Development:
  Suggest ways to enable and support a learning mindset in a team, supporting the shift from a focus on deficiencies to a focus on development of new skills and capabilities.
• The Agile Workplace:
  The necessary change in the physical and digital work environment – tailoring for different needs.
• Conclusion and retro, KUDOs.

• Chief People Officers, HR Directors, Chief Operating Officers, Country Managers, Managing Directors, who are challenged by complex environments and look for more adaptive organizations
• HR professionals, who are interested on learning new tools, practices and theories on how to be more effective in cooperating with their organization
• Managers and Directors, who are looking for new ways on creating organizations for new ways of working
• Agile Coaches, Scrum Master, Change Agents

2 days with 8 hours each day.

Yes, the training qualifies for the Agile People Certification and from ICAgile.