This is the most concrete part: deliverables and results.

This Circle is not the first event tailored for HR professionals in Croatia. Based on the conversations we had, there are many organized by HR service providers (technology, L&D, Employer Branding, etc.). Current HR events serve as Peak Experiences to inspire. We get loads of new ideas, loads of energy, a longing and a conviction to change. What is not clear is how much change actually materializes and why.

We want the Circles to be spaces to co-create, actually design solutions together. We want the circles not only to be about new insights, and brainstorming, we want to go deeper, and follow through, it means going deeper in discovery, in analysis, in self-reflection. To take the famous 5 core stages of Design thinking, we aim to also go into prototyping and testing.

Prototyping and testing what exactly? Well we can co-create any solution you need: HR Programs or specific pieces you need/want. Let’s highlight two great use cases for our Circles.

What if you had a group of HR trusted experts you can count on when something happens… A pandemic, an Earthquake, new cultures joining the workforce? …
(1) Instead of each of us discovering the problem and developing solutions in each of our organizations in isolation, we strategize together, and work on what is common together? Amazing, right?

Now… there is something else.
(2) The organization of tomorrow is not something HR has total control over. The organization is a co-creation, one that requires the buy-in from other leaders/people. You’re having these conversations all the time: how to get enough budget for key initiatives with uncertain ROI, how to get the leadership team to prioritize their team’s attendance to a key L&D program for psychological safety and innovation when the sales numbers are plummeting and full attention needs to be put on selling? Even if your program indirectly solves the problem in the long run (better products and a better experience for customers through innovation), their quick fix which won’t solve the problem in the long run will look (data because they can forecast) and feel (immediacy) better.

If you have few of these strategic conversations, you can’t test different approaches and learn to maximize your chances of influence.

As a group, we can share what we have tried in these key strategic conversations, and together identify what works and what does not, until we grow the influence we have in the decision making process that has kept the future away for too long.

The simplest conversation to imagine is the one between the CHRO and the CEO, because it is the most strategic and the most archetypal, but this dialogue is made of a thread of emotionally loaded conversations influenced by deep-seated limiting beliefs at every level of the organization. We explore some of the gaps to bridge in this section.

By “co-create” we also mean that we, as a group, co-facilitate these Gatherings. It starts with constantly communicating (including feedback) to make sure that the experience is not only productive but enjoyable for you. We have the privilege to count among ourselves many coaches, facilitators, mentors, trainers, directors, so we will share the mic/stage. As we discover each other, we will find who is best positioned to have the most positive impact in each circle/activity/topic.

Do you want to facilitate? Please let us know.

There are fun parts of facilitating, and less fun parts. Something fun for one can be horrendous for someone else. So we want to know your SuperPowers (what you’re great at), your Intention (what you want to do) and your needs (maybe some activities you want to experiment with/challenge yourself with).

Activities we can think of:

For now, we will improvise and just formalize the following roles for each Circle: