Dare – Development Advice & Resources

“Character is like a tree and reputation like a shadow. The shadow is what we think of it; the tree is the real

thing.”

Abraham Lincoln

CIPD graduate in “International Practice in HR”. Over 20 years in medium and large corporations, covering roles from junior to

head of department and member of the Board of Directors; over 15 years in HR,career advisor, trainer and mentor, legal adviser.

Speaker and events partner (Rentrop & Straton, Business Days, HR Summit,Networking Events, Best HR practices etc.).

www.corinaneagu.ro Lector Rentrop & Straton, Univesitatea Alternativă, Școala de HR; Author for Revista Cariere / HR Manager / LearningNetwork.ro / Avocat.net /

Catchy.ro / Femeiinafaceri.ro / Smartandhappychild.ro etc. Author “Despre oameni & experienţe” published in 2013. Promoter of alternative education and sports. Media partners for Fresh Refresh - Realitatea TV, Recrutat in Timișoara – Digi24,

monthly career online show on Radio FX Net. Involved in hundreds of recruitment processes and training programs for

different local and international clients. Mother of two great daughters & Founder @ DaRe (Development Advice &

Resources), a consultancy company with a focus on helping organizationsrealize the potential in their people.

Partners

Testimonials “I would like to congratulate you for the excellent work “Recruitment & Selection Tests” – Valentin Cismaru, Senior Recruiter “ A complex, well organized, documented workshop, with very good feedback from the participants and good results in business” – Ioana

Olteanu, Training Manager, Auchan “ The most effective, structured training I have ever attended; passionate trainer.” – Daniel Zaharescu, participant, Auchan “ Very good interaction with the audience, very good communication, real examples, constructive role-plays. One of the best trainings I

have been to.” – Maria Bogde, HR Specialist, Prisum “ Nice and warm atmosphere, I really don’t know how Corina can be so friendly and knows how to deal with all situations that well. Very

practical examples. Congratulations!” – Bogdan Tertea, participant, Auchan “I've met Corina many years ago and we have interacted in many professional instances. What Corina brings to her projects and

initiatives is not only energy and drive but a lot of human approach, people orientation and care. Corina is a person with strong valuesand a lot of character extremely important for someone who looks for a long term and trustful partner.” – Madi Radulescu, ManagingPartner, MMM Consulting

“I enthusiastically recommend Corina. She has the unique combination of education and real-world experience to perform an excellentjob while contributing to the learning experience of others. She has the knowledge and interpersonal skills to analyze and implementcomplex projects involving systems and people. It is important for anyone to invest in and keep talented people such as Corina and ifsomebody has the extraordinary chance to work with her, make sure you will keep her there as long as you can.” – Adrian Baciu, ProjectManager Public Safety, Intergraph Computer Services

“ Well organized, well documented, excellent case studies, very charming trainer – all in one a nice learning experience.” – Violeta Balint,HR Manager, Hutchinson

“ Working with Corina is more than a wonderful experience. She has so much to offer and she is reliable, serious and very passionateabout what she does. I really enjoy our partnership.” – Georgiana Balasa, Editorial Manager, Rentrop & Straton

“Remarkable trainer, great HR person with lots of experience.” – Priscilla, Malaysia

Development programs1. Recruitment & Retention: “Finding & Keeping Your “Diamonds”Major Benefits of Attending IDENTIFY the tools and techniques in recruitment and retention strategies.MEASURE the needs of workforce in your organizationLEARN how to understand candidate’s profile – KPI’s, competencies, abilities, personalityKNOW what financial and non-financial benefits keep our employees loyalUNDERSTAND what is personal and employers branding

RecruitmentSESSION 1 : Recruitment StrategiesSESSION 2 : Hiring the right people - Highlight of the daySESSION 3 : Technical capabilities in recruitmentSESSION 4 : Competency RecruitmentSESSION 5 : How to attract Gen X,YSESSION 6 : Recruiting talent on timeRetentionSESSION 7 : Diversifying talents without losing profitsSESSION 8 : Tools & Techniques to retain employeesSESSION 9 : Employee engagementSESSION 10 : Handling and converting employee turnoverSESSION 11 : Effective and attractive ways to retain employees

Case studies:IKEA - Recruiting in Volume: Preparing for a New Store OpeningACCENTURE - Promise of Flexibility Delivers Success, RetentionHEINEKEN – How to Build a Brand We All Trust

Development programs2. Leadership for resultsMajor Benefits of Attending Identify the characteristics of the Leadership styles;Assess our own zone;Work more effectively across zones;Develop a greater understanding of other Leadership styles;Establish continuous improvement by building on the characteristics of strong teams;Capitalize on individual strengths to take teams to higher levels of performance;Facilitate the interaction of diverse personalities on strong teams;Leverage competitive spirit to gain cooperation;Define visionary leadership;Understand the characteristics of visionary leaders;Recognize the challenges of maintaining visionary leadership;Incorporate principles of visionary leadership.

Leadership SESSION 1 : Leadership definitionsSESSION 2 : Leadership approachSESSION 3 : Technical capabilities in leadershipSESSION 4 : Leading from the MiddleSESSION 5 : Leading through CollaborationSESSION 6 : Leading within a SystemLeadership for results/Effective Leadership/Transformational LeadershipSESSION 7 : Integrating Multiple PerspectivesSESSION 8 : Tools & Techniques SESSION 9 : How to handle difficult peopleSESSION 10 : The EDISON success formulaSESSION 11 : Transformational LeadershipCase studies:McDonald’s; Zenger Folkman; Oracle.

Development programs3. How to influence through communicationMajor Benefits of AttendingBecome more persuasive.Deliver memorable messages.Increase your confidence when communicating.Communicate clearly and concisely.Understand and work better with other people.Use your mind to its full potential.Add flexibility, structure, effectiveness and better choices into your life.

First principles – the key principles of communication.Our past – understanding the effect of our beliefs and past experiences on communication.Building rapport – techniques to build rapport including facts about body language.Our senses – understanding how to incorporate all of the senses in communication.The brain – demonstrating what happens in our brain to influence understanding and thinking patterns.The mind – how the unconscious mind works.Language – understanding how we communicate through language patterns.Communication – highlighting the use of different patterns and styles used in communication.Persuasion – how to influence and persuade others positively.

Development programs4. Master Recruiting & Retention Techniques Understand recruitment separating fact from fiction•Seminar objectives and introductions•The real cost of interviewing to the organisation•First series of interviews•Self-assessment of your current interviewing skills•Completing the Personality profile•Fact vs. fiction about interviewing•Introduction to the recruitment process map Mastering the Process •Understand the job and the importance of the job description and criteria•Writing key criteria•How to write interview questions based on Criteria– understanding criteria•How many questions do you need?•Work needed to write the job advert•Writing an advert to attract “winners not losers”•How to write your interview questions Testing, Personality profiling and references•Shortlisting –a new approach to save time•The history of testing•Occupational ability testing – what’s new•Ability testing – the DIY approach•The growth of mental illness and the impact on recruitment – the latest figures•How Assessment centers work and their increasing use today•Personality profiling – why we use it and what profilers are the best•The importance of references•Review and discussion

Finalising Pre written questions, Room set up and arrangements and understanding the vital role of body language

•Procedure for starting every interview•Finalising your Interview questions – writing scene setters•Refining knowledge based questions•How to use probing questions•How to score and who does the scoring•Pre interview administration, from making all the arrangement including room set up to understanding body language and correctly decoding it

Practice and Practice•Recap of the steps so far•Putting the interview process into action•Time table of the interviewing for the day•The interview•Role allocations for interview•Review of interview and individual feed – back

Development programs5. Better business relationshipMajor Benefits of Attending

Build trust based, value-adding business relationships.Use simple tools and approaches tested by leading organisations.Interact effectively with colleagues and stakeholders through a deep understanding of their needs and goals.Create environments in which people are open and collaborative.Achieve consensus and commitment to move forward.

Identifying the right stakeholder relationships to nurture.Identifying different ‘buyer’ types – the roles different people play and how to influence them.Understanding each participant’s own natural behaviours – using the Octagon™ behavioural assessment tool (or similar) and howtheir behaviour impacts others in the sales process.Using “I” “We” “U” – to establish rapport and build trust during telephone or face-to-face conversations.Adopting the “SHAPE™”questioning approach to demonstrate broad interest in the other person’s situation, establish real needs andenvision desired futures without inflicting unnecessary pain.Using “Spicy Questions” and “Focus-5” to make the conversation more interesting – and memorable – for both parties.Using the Value Sheet tool – to focus on ‘their’ needs rather than what you have to offer.Agreeing next steps and gaining commitment.Build a personal action plan – to improve a specific current relationship.

Development programs6. Building high performing teamsMajor Benefits of AttendingIdentify with different types of teams and how to define team success.Create a team charter to develop your own high performing team.Understand how to adapt your leadership style to be effective in different situations.Communicate effectively with your team so that all team members contribute to the team’s goals.Deliver team meetings and discussions that are participative and positive.

Types of teams and defining success – understand different types and characteristics of teams, and what makes them successful.Developing a high performing team – creating and sustaining values, expectations and ground rules that inspire and motivate teammembers to achieve goals and commitments.Leadership styles and effective team leadership – understand your own style and how to develop high performing teams.Communicating and working with your team – set clear objectives and delegate and empower your team.Understanding decision-making styles – explore advantages and disadvantages of different styles, the importance of innovation andthe difference between green light – red light thinking.Getting the most from team meetings – discover many techniques and skills to transform team meetings and ensure effectivefacilitation, communication, decision making and involvement.Creating collaboration – learn how to create a collaborative culture within, and between, teams and minimise the risk of conflict.Resolving conflict – deal with difficult team situations, facilitating positive outcomes, identifying sources of conflict and resolutionskills.

Development programs7. Effective Change ManagementMajor Benefits of AttendingDevelop emotionally intelligent methods to manage change that take into account people’s different attitudes and feelings.Understand resistance to change and how to deal with that effectively.Learn a range of strategies and tactics to manage change effectively.Identify strengths, resources and skills that result in successful change.

What is change? – analyse different types of change: crisis, reactionary, anticipatory, and their different dynamics.Introduction to the components of successful change – identify what change entails.Defining outcomes – describe your end goals with the what, why and how.Change is personal – manage your personal experience of change and how you are managed through change; share good practice ofwhat worked and what did not.Having and developing a positive attitude – develop a positive attitude to the benefits of change and the demonstrable advantagesthat it will bring to the organisation.Different responses and attitudes to change – examine different peoples’ attitudes towards change – from early adopters to hard-core resistors.Strategies to manage change – create change strategies that factor in the different, non-linear dynamics of a change process overtime.Identifying valuable strengths and resources – maximise the help and resource around you.Guiding and motivating staff through change – motivate others to see change as a positive through applied techniques.Useful models for change, NLP and a cognitive behavioural approach – support successful change by managing stress, thinking andemotions.Planning for successful change – consider all the possible pitfalls and hurdles that need to be overcome to integrate change into theorganisation.Developing the skills required to manage change successfully – lead change effectively using frameworks and tools.Building and maintaining momentum – apply skills to create and sustain a positive momentum for change, build broad networks ofsupport to develop change champions.Communicating effectively – advance your communication skills, both verbal and non verbal, to avoid misunderstanding and toensure that everyone understands their role in the change processes.

Development programs8. Life Styles Inventory™ (LSI)Major Benefits of AttendingClearly describes the individual’s thinking (LSI 1) in ways that promote Constructive change.Highlights similarities and differences between self and others’ views, leading to greater awareness and a focus on improvement.Meets academic and psychometric standards.Part of the Integrated Diagnostic System, which uses the Human Synergistics International Circumplex to link individual, manager,leader, team, and organization behaviors.

Using interactive, experiential learning techniques, the Styles Workshop will prepare you to: interpret the Circumplex—the HSI framework for quantifying, describing, and understanding styles; make connections between Constructive styles and personal effectiveness (e.g., relationships with others, job satisfaction, and

productivity); understand the most powerful behavioral targets for moving toward the Constructive styles; explain confirmed strengths, unrecognized strengths, stumbling blocks, and blind spots; debrief individual and composite feedback reports; coach others on their personal styles to affect real change in their effectiveness.

Development programs9. The HR Academy or How to become a successful HR personMajor Benefits of AttendingUnderstand the key strategic HR issues and trends that are relevant to today's HR managers.Learn how to design and implement an HR information system.Know how to integrate job descriptions and evaluations with adequate training and compensation.Understand the principles and applications of performance benchmarking.

SESSION 1: Introduction in Human ResourcesSESSION 2: Human Resources Management and Organizational StrategySESSION 3: Change ManagementSESSION 4: Policy and Planning SESSION 5: Recruiting and Retaining Staff SESSION 6: Establishing Salary Structures SESSION 7: Staff Engagement and Team BuildingSESSION 8: Timesheet Management SESSION 9: Performance Management SESSION 10: Action Plan Presentations

Development programs10. Employer BrandingMajor Benefits of AttendingCreate a culture of warmth and belonging, where everyone is welcome.Act with courage, challenging the status quo and finding new ways to grow our company and each other.Be present, connecting with transparency, dignity, and respect.Deliver our very best in all we do, holding ourselves accountable for results.Become performance driven, through the lens of humanity.

You will find out about: The importance of Employer Branding; Employer value proposition; Strategic and tactical tools; Best practices; Business objectives; Communication strategies.

SESSION 1 – Why employer branding?• How to argue for, anchor and spread employer branding issues internally• Understand the business plan and how to connect it to the talent needs of the organization• Define target groups and target group analysisSESSION 2 – Build a strategy• Develop and optimize an Employer Value Proposition (EVP) including anchoring this internally• Develop KPIs and set goals that are directly related to the business planSESSION 3 – How to communicate?• Develop a communication mix• Develop an action plan• Formulate your message (s)• How to best use all channels, including social media, when communicating your employer brandSESSION 4 – How to measure your results• Evaluation and follow-up of the ongoing EB work• Tangible measurement of ROI and KPIs• Presentation skills

Development programs11. HR as a Business PartnerMajor Benefits of AttendingIdentify the characteristics of an HR Business Partner;Assess our own zone;Work more effectively across zones;Capitalize on individual strengths to take teams to higher levels of performance;Define HR partnership;Recognize the challenges of supporting the business.

You will find out about: The Strategic HR Business Partner certification program is designed to focus on critical competencies that Human Capital Business Partnerswill need to be successful. The conversation about HR having a “seat at the table” is over. The door is wide open and the Human Resources function has its seat;increasingly one being populated by HR Business Partners that are aligned with business units rather than, or in addition to, a centralized HR function.

SESSION ONE —Building Financial and Analytic CapabilityThe first day in the program covers the increasingly important decision science of talent analytics. This skill is critical to recommending and making sound businessbased talent decisions. The day is built on three important pillars:• Building Financial Acumen—Understand the language and thought processes used in making strategic business decisions.• Improving Financial Literacy—Identify the quantifiable benefits of talent initiatives and use the process the business requires to justify investments.• Acting on Meaningful Analytics—Build a Talent Scorecard that aligns key talent metrics to business objectives.SESSION TWO —Strategies for Improving the Workplace through Engagement, Collaboration and RetentionThe second day in the program, Strategies for Improving the Workplace through Engagement, Collaboration and Retention, is centered on the important advances intalent practices made since many business leaders attended “B School.” This session encompasses three main topical areas that transform these behaviors from nicebenefits to “must have” business drivers and presents the logic and methodology necessary for you to transform the work of your business unit leaders.• The ROI of Engagement, Collaboration and Retention — learn how improvements here pay for themselves over and over and how to make that case to yourleadership team.• Building Trust and Transparency — the key traits that business leaders must possess in this area and how to help them build and improve them.• The Eight Drivers of Improvement in ECR—Turning values into observable behaviors.SESSION THREE —Consulting and Execution SkillsThe third and final day in the course covers the important set of skills and competencies that HR Business Partners must possess in order to move from being anorder taker to a partner capable of full participation in business outcomes. It is not enough for HR to prescribe a series of activities for employees, they must be ableto build coalition and effect change. This session, entitled Consulting and Execution Skills, covers these key areas:• Execution and Change Management—How to accelerate and drive change.• Influencing Skills — learn how to move audiences and recognize the stages involved in acceptance.• The Migration of the HRBP—Understand the next steps involved in implementing and applying your new capabilities toward business impact.

Other educational programsHow to handle your teenagers;Parenting;Public speaking for children;Organisational design;Team development (5 days experiential program);How to create and develop your personal brand;How to effectively use social media;Other customized programs according to individual/company’s needs.

Success seems to be connected with action. Successful people keep moving. They make mistakes, but they don’t quit.

corinaneagu76@gmail.com00 40743 057 050