The HR/HRD Professional Development Program

Purpose

This program is designed and intended for HR and HRD practitioners who are serious about their own professional development but who have time and budget constraints.  It considers the specific needs of both internal and external consultants and addresses them with cutting edge content, expert coaching and facilitated group discussion and exchange.  Both seasoned practitioners and those new to the profession can benefit from participating in the program given its flexible nature, which allows for selection of  all or only some of the components based on their own  individual goals and objectives. The program is six to nine months in duration with an option for renewal.

The Overall Process

Exploratory meeting:
A one on one consultation to determine if the program is a good fit for the
prospective participant
Contracting:
A tailoring of the program to individual needs and budget along with a
commitment to engagement
Participation:
Engagement in the selected components of the program
Evaluation:
An assessment of learning in the context of initial goals
Disengagement or renewal:
A one on one collaborative decision to continue in the program or end
participation

The Specific Steps

Individual Objectives Setting and Components Selection: A one on one
session that clarifies the participant’s development objectives for the program

Engagement:
Depending on the components selected, all or some of the following are
completed

• Insight Instrumentation:
  selection, administration and interpretive debrief of one or more self-reported
  inventories from a menu of options. Options include the MBTI Step II, FIRO-B,
  CPI 360, Strong Preferences, LSI.
• Leadership 360:
  selection, administration and interpretive debrief of one of the leadership 360
  inventories from the list of options.
  Options include the ECI 360, Benchmarks, Cambria Leadership 360, or the
  Leadership Agility 360.
• HR/HRD Professional Development
  Planning: guided completion and review of the professional
  development planning workbook based on either the SHRM or ASTD competencies
• Facilitated Cohort Group Coaching
  Meetings: a series six monthly, two hour coaching group
  coaching sessions
• Facilitated
  Cohort Group Content/Seminar Meetings: a series of three
  semi-monthly, two hour presentation meetings on selected topics
• One on one coaching sessions: face to face or phone coaching
  sessions as pre-determined or as needed

Evaluation:
At or near the end of the individual participant’s program, an assessment of
the achievement of learning goals and decision to disengage or renew

The Cost

The cost of the program is determined by the individual participant’s selection of program components.  The specific fee for a tailored program is determined at the Contracting Meeting.