“The Advanced Development for Experienced Managers courses have helped me lead more effectively with my peers and teammates.
I have been able to clarify and better understand and manage situations where I would have otherwise asked limited questions and made false assumptions.”
Robert Breckner | Senior Engineering Manager | International Game Technology
“LSA Global clarified our go-to-market strategy, worked with our experienced management team to implement it, and helped our key leaders transition into new roles.
In this age of useless consultants, I highly recommend their practical and results-oriented approach to strategy, culture, and talent.”
David Bentley | General Manager | AKQA
Description
This customized and intensive advanced management workshop focuses on the critical challenges faced by experienced managers. With a proven track record of over 20 years of real-world management development experience, this program has helped over 5,000 experienced managers take their game to the next level.
The 6-to-12 month Advanced Development for Experienced Managers Program is intense, engaging, and highly experiential. It includes an initial 360-degree leadership feedback, a three-day action learning seminar, targeted coaching, and a follow-up 360-degree review to measure progress.
This targeted management development approach creates powerful action strategies that transfer directly back to the work environment for increased performance.
The Advanced Development for Experienced Managers Program is uniquely effective because of its proven follow-up processes. Unlike other management development programs lasting only a few days and quickly forgotten, the Experienced Manager Program mentors and provides participants with proven tools and practices that easily integrate into any existing leadership development and performance management system.
Learning Objectives
Based upon the assessment and interview results, this highly customized leadership program provides a complete picture of current leadership styles and helps veteran managers replace ineffective management habits with proven leadership behaviors to drive performance in terms of areas such as:
6-Step Methodology
1. Initial 360° Leadership Effectiveness Survey and Report.
The 360° feedback report is compiled through interviews and the use of an online survey, completed by direct reports, peers, and your direct supervisor.
It covers key areas related to management and leadership effectiveness and is used to drive the workshop design based upon what matters most for your unique situation and organizational culture.
2. Pre-Workshop Data Analysis
We analyze the 360° feedback and identify common threads associated with strengths and areas for improvement to help managers understand how they are perceived, the leadership impact they have on others, how their results compare with industry peers, and how they can strategically improve their impact and better realize their leadership potential.
The leadership survey results are then reviewed in the seminar and become the basis for the Leadership Action Plan.
3. One-to-Three-Day Experiential Workshop
Participants learn-by-doing in teams of peers led by a facilitator-coach. Each person has an opportunity to lead the team and to identify key lessons that apply back at work.
These insights, coupled with practical tools, 360 feedback, and peer coaching result in powerful action strategies that transfer directly back to your unique work environment.
Each day begins with emotional intelligence practice, followed by short presentations, small group discussions around case studies of real time situations at work, peer coaching, feedback, and advice from world class facilitator-coaches.
Our “deep learning” methodology combines intellectual understanding with personal insight, and “practice, practice, practice” to build leadership repertoire.
4. Performance Coaching
We believe that learning is a process. Participants are scheduled into 1×1 and team coaching to discuss insights and implementation of their action plans.
5. Resurvey and Coaching
Six to twelve months after the seminar, participants are invited to resurvey their initial survey respondents to get feedback on their perceived efforts to improve their leadership impact.
The Follow-Up report is then reviewed with the same coach who led the team at the seminar in order to reinforce improvements and identify targeted areas for further development.
6. Leadership Action Plan
A rigorous and actionable plan is developed and reviewed at the end of the seminar and becomes the basis for the follow-up coaching. Each participant walks away with goals and a detailed action plan that:
Target Audience
For middle- and upper-level managers who manage teams and other managers. Typical titles are Manager, Senior Manager, Director, Senior Director, and Vice President.
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