“We turned to LSA to help us custom design and deliver an action learning leadership development program to help drive performance for our leaders and managers.
They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class leadership solution.”
Sally Buchannan | VP Human Resources | Sony
“You exceeded our expectations. The customized facilitative leadership sessions were fantastic. Thank you for making such a meaningful impact with our leaders.
Tara Condon | Vice President, Product & Portfolio Development | BioMarin Pharmaceutical
“Through the use of dynamic, actionable frameworks and exercises, the Leadership Academy helped me dedicate time to leadership development on a routine basis and prompted some extremely worthwhile personal reflection.
An excellent starting point for building up leadership capabilities in a consistent way.”
Halle Yungmeyer | Manager, Clinical Packaging Operations | BioMarin Pharmaceutical
Action Learning Leadership Development Programs
Recent ATD and i4cp research has confirmed what our clients have been telling us for decades — high-performing organizations are three times more likely than lower performers to use experiential learning for both the front-line and executive-level leaders. Leaders feel more accountable to their peers, and positive social pressure helps to promote learning and performance from leadership action learning.
The good news is that action learning for leaders does not need to be complex.
Like most pursuits, the mastery of the fundamentals combined with a high level of relevancy, practice, peer learning, feedback, and accountability make the greatest impact.
In the case of leadership development, the most frequent skill gaps identified by senior leaders are fundamental team and business execution skills. A recent survey published in Chief Learning Officer Magazine identified the most pressing leadership skill gaps to be:
The leadership mindsets, knowledge, tools, and capabilities needed to effectively execute on the above leadership skill gaps are also fairly straight forward. What can be tricky is getting the context right. The key is designing and managing the action learning leadership development process to strengthen core leadership skills while getting real work done.
Most organizations struggle with how to develop leaders. According to a recent Fortune survey:
Though leadership as a discipline can be abstract, inconsistent, and vague, expectations of leaders are more clear. We expect leaders to think systemically and make decisions from an enterprise perspective that add value to the top and bottom lines while inspiring employees to perform at their peak.
Our customized Leadership Action Learning programs are typically six-to-twelve month engagements. Small groups of high potential leaders and managers work in teams to think strategically, create a clear vision, build a compelling business case for change, present and sell to senior executives and board members, and implement important projects that can significantly increase revenue, decrease costs, or improve performance — all while learning what it takes to be a high performing leader in their unique industry and culture.
Our highly experiential leadership programs ask leaders and managers to think, take action, maintain momentum, learn, and drive high performance from themselves and those around them.
Leaders learn through highly relevant and immediately practical application using real projects to:
Individuals receive targeted training, mentoring, microlearning, supervision, AI enablement, and real-time coaching to develop critical and timely leadership skills as they work through the process of initiating and implementing a significant initiative in their organization.
Often combined with our leadership simulation assessments, representative leadership programs focused on having a C-level perspective, acting strategically, and leading change include:
Please contact us to explore how we can help your organization successfully turn leadership into a strategic advantage.
Ask us about Leadership Development Pay-for-Performance options and how to move the leadership metrics that you care most about. Typical metrics that we move in our leadership programs include:
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