Manage Performance & Change Whitepapers

Thank you for your interest in LSA's Manage Performance & Change Best Practices Research Whitepapers.

2 High Performance Moves to Take Your Team to the Next Level
It is the Leader’s challenge to create the circumstances that stimulate improved performance and execution. The key question for business leaders is not “why” high performance but rather “how”?

3 Keys to Successful Change
Before you embark on change, you as a leader need to be convinced that change is absolutely necessary for the future health of your organization. The goal of successful change should be crystal clear to you.

3 Overlooked Ingredients of Successful Change Management
Three aspects of change are often overlooked. If they are incorporated as necessary ingredients in your change recipe, you are far more likely to emerge with a win.

3x Alignment Research Findings. Strategy, Culture, Talent
We launched a research initiative to understand what distinguishes the winners from the losers.  What we found? Highly aligned companies significantly outperform their peers and seven alignment factors matter most.

4 Good Ways Leaders Resolve Cross-Unit Conflicts
Teams need to work together across geographies, across functions, and across product and service groups.  Unfortunately, those in charge do not always approach the problem effectively.

4 Post Merger & Acquisition Best Practices
Research shows that the most successful acquisitions are those that promptly integrate and deliver value to the market.  Recently, we assembled a panel of experts to discuss best practices for the first 100 days of integrating merged business and professional services organizations.

5 Expert Tips to Better Communicate Your Strategic Plan
To succeed, employees must be won over by the legitimacy, significance and relevance of their company’s purpose and strategic priorities.

5 Science-Backed Lenses of Change Leadership
While successful corporate change often seems impossible, it can be and has been done. Get a proven framework for designing and implementing change efforts that work.

5 Warning Signs that Your Managers Are Falling Behind Strategically
Managers matter. Yet, too many high-growth companies mistakenly exclude their managers from the very strategic planning and implementation processes required for them to excel as managers.

6 Critical Questions to Properly Initiate Change
We have found that a series of framing questions help to create a preliminary change leadership roadmap to engage the leadership of the organization or business unit to support a potential change.  The six questions will help you conduct your own exploration and due diligence to determine if you are ready to commit your credibility and influence to initiating change in your organization.

8 Reasons Leaders Need 360 Feedback
Done right, the 360-degree feedback process provides valuable insight that individuals typically cannot gain on their own.

A New Way to Think About Change: The Agile Organization
The most important learning from our collective change experience is this: How we think about change management must fundamentally change.

A Purposeful and Aligned Culture – Your Organization’s DNA
A Purposeful Culture engages the business strategy.  It accounts for 40% of the difference between high and low performing organizations.

Changing Corporate Culture: 4 Do’s and 3 Don’ts
Leaders are beginning to better understand the importance of culture.  Changing an entrenched attitudes and beliefs however, is one of the toughest leadership tasks you will face.

Do Managers Really Make a Difference?
How do we get managers and senior executives more involved in training and development initiatives?  With tightened budgets and increased pressure to perform, we are getting asked this question more than ever before.

Do You have a High Performance Culture to Drive Your Strategy?
It is your job as a leader to shape and align your culture to move your strategy forward.  Culture accounts for 40% of the difference between high and low performing organizations.

Do You Have High Performing Managers? The 4 Management Metrics that Matter Most
Despite the recent buzz around holacracies and self-managed work teams at companies like Zappos, management and managers are still a major factor in the running of most organizations.

Effective Decision Making – How Do You Decide What Moves to Make
Decision-making may be the most critical job of a leader. The higher the stakes, the more decision-making matters.

Exposing 3 Big Corporate Culture Myths about Talent
Do not fall for misinformation about culture promising quick fixes and silver bullets for everything that ails under-performing businesses.

How to Manage the 4 Most Important Organizational Levels During Change
For complex organizational change to work, make sure that you engage and manage four levels of the organization that are most critical to creating and sustaining change.

How to Successfully Recognize and Reward Organizational Change
For change to succeed, leaders should identify and acknowledge those who adopt the desired changes, clearly determine how to measure success and openly reward the new behaviors.

Information Flow: Why It is Critical to Organizational Alignment
Accurate and timely information is critical. But just how important is it compared to all of the other avenues you can take as a leader to improve performance?

Leadership – Why Defining Failure is Critical to Creating Success
The lack of performance clarity creates a significant leadership problem for companies looking to grow. The ambiguity creates an environment that allows underperformers to hide and stay.

Leading Change: Top 4 Risks to Overcome
Can your key leaders successfully implement the important changes required to execute your strategy? Effective change leaders understand the need to anticipate and mitigate four key risks.

Performance Management: 5 Key Success Factors
If you want better performance from your employees, the following four statements may surprise you: (1) Forget about making your managers’ lives easier. (2) Dump your performance appraisal and “coach” moniker.

Performance Pressure: How Much Should a Leader Push?
Leaders are expected to create the environment that gets the most from their people. If we push too much or too little, we may not meet our goals. How to strike the right balance.

Rhapsody in Change: The Subtleties between Leadership and Action
Leadership meets its deepest challenge when it must face up to the need for a deep, major, and rapid shift in the whole fabric of the organization that doesn’t seem to welcome it.

Solving the Mystery of Successful Strategy Execution: What to Do Once Your Strategy Retreat Is Over
Successful execution typically means making hundreds of decisions every day. The challenge is to be clear on how each choice drives the strategy forward.

The 3 Levels of a High Performance Culture
Based upon over 25 years of research and experience, we have identified three critical and interrelated components required to create a workplace culture that matters.

The 4 Most Important Attributes to Look for When Your Sales Reps are Missing Their Targets
Almost 80% of your reps may be under-performing. It is the sales leader’s job to hire, engage and retain high performers and weed out under-performers.

The Elite 6% – How Strategic Clarity Distinguishes High Performing Leaders
According to a recent USA Today article, only 6% of last year’s Standard & Poor’s 500 firms accounted for 50% of the profits.  What did those leaders do differently?

The Top Coaching Mistakes – Is What You Learned All Wrong?
We’ve identified what we consider to be the top two mistakes that hinder effective coaching – mistakes that if avoided, will greatly simplify the coaching process and minimize the time it takes to effectively develop your people.

Top 5 Warning Signs that Your Organizational Change Will Not Stick
Change takes longer and demands more resources and work than most leaders would like. People have difficulty with change, and when the organization changes its processes, systems, or structure, people often do not “complete” the change. If you begin to see any of the following warning signs, you are about to suffer the consequences of poorly managed organizational change.

Top 5 Warning Signs that Your Performance Environment May Be In Trouble
If you have direct reports, then you should sit up and take notice. Think about it. What percent of your success is dependent upon the success of others? Learn what to look out for in your organization.

What Employees Actually Want – 8 Key Findings on Employee Recognition
Feeling valued was one of three critical areas having the strongest association with overall engagement. Unfortunately, less than one percent of companies surveyed actually performed best in that area.

Why Change Really Fails and How to Beat the Odds
According to research conducted by McKinsey & Company , about 70% of all organizational change initiatives fail. Our own research and experience  navigating organizational change over the last 30 years pinpoint three consistent reasons organizational change initiatives fail.

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LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

The LSA Global team was very receptive and flexible to our needs every step of the way. Their staff and facilitator demonstrated attention to detail, responsiveness, and professional courtesy. The participants were thrilled with the outcome and rated the communication skills workshop and the facilitator as ‘Excellent’. I’d highly recommend working with the LSA Global team to meet your professional development needs.

John Mastrorilli
FRDP Leader

Intuit

LSA’s consultant designed and delivered a half-day team building solution for our recent conference. It included careful customization to integrate the design with our new mission and values. Everyone had fun and identified key issues with our teamwork. Altogether a great program!

Bob Ward
Director of HR

LSA’s approach and ability to bring the best resources to eBay has been a great asset. They really focus on helping us succeed in any way they can and are very flexible in meeting our management and talent needs.

Mike Normant
Learning & Development

ebay

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

LSA helped change our entire culture around meetings, making them more effective and efficient, thus enabling us to concentrate on driving more business.

Terry Wassman
VP of Human Resources

What a personal and professional pleasure it has been to Partner with LSA. They are truly a strategic partner with Wyse. For more than 5 years, LSA has been engaged in delivering various training and development solutions for Wyse, from custom on-site programs targeting specific core competencies, to working individually with clients to build job skills, and offering invaluable services to me and my team as we continue to build our learning programs. LSA’s representatives do more than sell a product, they offer a full service solution: they understand our business, our strategic initiatives, and the needs of our customers.

Jeff Rangel
Director of HR

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

I have worked with other training companies and found it to be more of a seller/buyer relationship than one of matching the right expertise to our business issues. That’s what LSA does – ask the hard questions, listen, and understand our business needs. We receive the benefit of their expertise from assistance with personal development plans to enhancing team performance, to looking at enterprise-wide challenges. It’s all about helping our business succeed as we grow. Right now, LSA is providing great ideas, a fresh approach, and valuable guidance as we develop our management team and accelerate our client relationship management results.

Kristin Westland-Kaune
Director, Team Development

I had been working with LSA for many years with my prior company. Currently, I’m with a company who hadn’t done much basic management skills training. After identifying and presenting a program recently, our managers are excited and talking in the halls about the great experience. LSA saves us time in delivering the right training for our needs.

Phyllis Moracco
HR Director

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

The Managing Virtual Teams program was extremely valuable. Your consultant/ facilitator’s fundamental knowledge of Synopsys as a company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was an excellent use of our time.

Debra Martucci
Vice President, Information Technology

LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”

Beth A. Taylor
Vice President of Human Resources

Thoratec

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