Become an Accredited Practitioner
Are you interested in becoming an Accredited Practitioner of the Hardwired Humans™ programs?
We are looking for a small band of like-minded professionals to use our approach and methodologies. Accreditation is available to either:
- An internal consultant – a HR/OD professional or trainer within your organisation, or
- An external consultant – a consultant or consulting firm providing services to clients.
An Accredited Practitioner is licenced to use our programs, materials and resources.
What is Hardwired Humans™?
We help leaders and HR/OD executives be more successful by using human instincts. Our framework is used in leadership development, in change management and for designing people practices – to be aligned to human nature rather than ignore or resist what it means to be human.
What will make it right for you?
Hardwired Humans™ is likely to be a fit for you and your organisation if you believe that the factor that most drives high staff engagement and high performance is the quality of the relationship between leaders and their people. You have an optimistic view that leaders overwhelmingly can improve their leadership effectiveness through education, awareness and application. You sense that something is missing from current approaches to change management, organisation design, HR practices and leadership education. And hence you are looking for something else to make a difference and you are open to be an early adopter of a fresh approach. And you are energised by what we can learn from our nature and the nature of other social species.
What’s the key concept behind instincts?
Leadership and change management is harder than it needs to be. We make it harder when we ignore basic human instincts and we design solutions contrary to human nature.
When a member of any species is born it comes with a pattern of behaviour that allows that individual to be a functioning member of its species. So it is with humans. When a baby human comes into the world it comes with a suite of behaviours that allows the baby to grow up to be a normal functioning human being. It’s not a question that humans have a pattern, it’s a question of what that pattern is.
By bringing this knowledge into consciousness and applying the insight in practical ways, leaders achieve breakthroughs in people leadership and change management. It allows leaders to make better sense of why we humans behave the way we do at work so that the leader can make more informed choices.
Where does the framework come from?
In the Hardwired Humans™ framework there are 9 instincts. The framework is academically rigorous based on research in the fields of neuroscience, anthropology, primatology and evolutionary psychology. The framework and academic research is documented in Andrew O’Keeffe’s book, Hardwired Humans.
The instincts come from the long journey of our species on the savannah, and then suddenly, 250 years ago with The Industrial Revolution (in the Western world) we suddenly changed our habitat and moved into offices and factories. We didn’t suddenly lose what it means to be human and the behaviours that served us well on the savannah are alive and well in today’s offices, corridors and meeting rooms!
How is Hardwired Humans™ used in organisations?
The key ways that organisations apply the framework are:
- Leadership development – helping leaders be successful people leaders by giving them a working framework on people. They already have frameworks or rules of thumb for their professional or technical areas. It’s handy to give them one for their people responsibilities. You will be able to teach leadership development programs in Hardwired Humans™.
- Leadership Coaching – working one-on-one with leaders to share the body of knowledge and to guide them in how they might choose to use the knowledge. For example, when a leader learns about “Hierarchy and Status” and the role of pecking orders in social species you will guide them in their thinking about power – to use power appropriately.
- Change management – human instincts challenges the conventional wisdom that “people resist change”. That can’t be true, or we’d still be living in caves. One instinct – that of loss aversion – most explains what causes people to support or resist change and transforms the way leaders manage change. You will be able to run workshops on change management for project teams, HR professionals and leaders.
- People practices – using human instincts organisations can better design their HR practices to align them to human nature. For example, there’s a good reason why most organisations are frustrated with their performance appraisal systems – because conventional performance systems are contrary to human instincts. One of the Hardwired Humans™ tools is a survey that allows a HR team to assess the extent to which their people practices are aligned with human instincts, so they can focus their energy and resources on the practices that will make the biggest difference.
- Organisation design – by using our natural-sized groups related to our instinctive need to belong to a small group of intimates and our clan group clans related to the size of our brain, we can design our organisations to be functional.
Why do we take leaders to zoos?!
Our favourite element of Hardwired Humans™ is to take leaders to their local zoo! We do so through our wonderful relationship with the Jane Goodall Institute.
The reason to expose leaders to other social species is for leaders to appreciate that the pattern of behaviours with humans is consistent with the other social species, and in particular, chimpanzees. The leaders see it in a flash! For example, one of the observations by Dr Jane Goodall is that constructive chimp leaders remain as leaders of their community for around 10 years. The tyrants last for only about two years. So say at Sydney’s Taronga Zoo when the keepers talk to participants about Lubutu they talk about a leader who has been the chimp leader for around 12 years and they talk about his leadership style and the support he has from his followers.
If a zoo as a venue is not convenient for an Accredited Practitioner you will have a video by the Jane Goodall Institute made for this purpose.
What do Accredited Practitioners have access to?
The package of materials and support to Accredited Practitioner s include:
- Facilitator’s manuals
- Participant manuals
- Workshop materials
- Leadership and change management scenarios
- A change management simulation game
- A People Practices survey
We are interested in our relationship and ensuring you are successful in using the framework. So we’ll be in regular contact and we will provide reasonable on-going support.
What are the steps if you are interested?
We have designed the accreditation process to hopefully find a nice balance between a) getting the Accredited Practitioner ready reasonably quickly yet b) not too onerous to make it difficult in terms of both cost and time and c) ensuring that the quality of approach and our good reputation is protected.
Because we deal with human instincts, the next step if you are interested to explore accreditation is that we will talk! Please complete the following details and we’ll make a time to talk.
The next accreditation program is publicised on the Educational Workshops section of this website.