HR professionals and managers find themselves in the vortex of controversy that creates professional and emotional challenges that are difficult to navigate. For many, this is the hardest part of the job! In response we look for causes: unreasonable expectations, difficult personalities, busy schedules, or the rate of change; but the ultimate cause is unlikely to be found there. How we handle these challenges is crucial for our personal and organizational success. If HR uses the traditional roles of facilitator and advisor to address these issues, it is unlikely we will have the impact we desire. So too when managers stick to the conventional responses, they too will find success more elusive.

Do you:

• do what is best for your department/division or for the company
• meet the needs of employees or those of senior leaders
• focus on the strategic or tactical parts of the job
• meet the short or the long term needs
• teamwork or individual work
• concentrate on your professional or your personal life?

The concept and tools of paradox open up a new landscape; a new lens to see the issues before us. They also give us the ability to interact with our internal clients in a far more effective way and transform our relationship and ability to intervene to make a substantive difference. Easily understood, this framework offers a powerful perspective to engage stakeholders to create new possibilities and platforms for change.

Participants in this webinar leave:

• understanding the concept of paradox and its practical importance
• able to distinguish a problem from a paradox
• understanding the detrimental impacts of treating a paradox as a problem is detrimental
• with new tools to address time and role paradoxes
• with examples of how the concept of paradox can be applied.

HR professions and managers will find this information useful to:

• address many of the daily double binds we find ourselves in.
• coach others.
• address formidable issues between departments, divisions, and individuals.
• help senior leaders formulate strategic plans.
• develop additional leadership and management development programming.