Best Places to Work Management Essentials

Research-Backed Foundational Management Training based on the "Best Places to Work" Survey

Based on over 70,000 Organizations, 5 million Surveys and 47 Contests. Focused on Improving Performance, Engagement and Retention

“The Best Places to Work Management Essentials Training program really shows us what we’re doing right by our employees. It shows us what we’re doing well, what we need to continue doing, and where we could stand to improve.”.”
Liz McKee | Internal Communications Manager | Baker Donelson

“We partnered with LSA Global to help us invest in our people. LSA designed a modular and customized management curriculum that allows us to deliver top quality solutions to our managers and leaders. We consider LSA to be our learning and development partner and our LSA consultants to be an extension of our team.”
Lisa Bruun | SVP Human Resources | Ellie Mae, Inc.

“We consistently receive outstanding feedback about the quality of LSA’s Management Essentials Training Programs. LSA always aligns their solutions to our unique culture to meet our very specific requirements. Thank you for regularly going above and beyond!”
Anna Meyer | Leadership Development | Intuit

Even with the recent buzz around holacracies and self-managed work teams, the number of managers, the importance of management and the investment in management development is still growing. We believe this is driven by flatter organizational structures intended to give managers wider responsibility over more employees in the hopes of decreasing costs while increasing performance, decision making and information flow.

But, according to research by McKinsey, nearly 70% of senior executives are only “somewhat” or “not at all satisfied” with the performance of their front-line managers. And a stunning 81% of managers reported not being satisfied with their own performance and spending more than half of their time on non-managerial tasks.

This is bad news.  Bad managers make bad companies. The good news is that high performing managers make high performing companies. According to Gallup, companies with higher performing managers realize a 48% increase in profitability, a 22% increase in productivity, a 30% increase in employee engagement, a 17% increase in customer engagement scores and a 19% decrease in turnover.  Our Best Places to Work research based upon over 500,000 annual employee engagement surveys, tells us that managers have a direct impact on four key metrics:

  1. Employee performance
  2. Employee engagement
  3. Employee retention
  4. Employee relations

Based on Best Places to Work research with over 70,000 organizations and over 20 years of working with managers and their teams, our customized and highly experiential Management Essentials Training workshop uses small learning teams to help first-level managers improve those four management success metrics.

Our Proven 5-Step Methodology

1. Proprietary Best Places to Work Research-Backed Management Essentials Assessment.
The online management  assessment measures 20 manager best practices with the highest correlation to manager effectiveness in the areas of Alignment with Goals, Feeling Valued, Individual Contribution, Retention, Team Effectiveness and Trust based upon over 12 years, 5 million surveys, 70,000 organizations and 47 contests. The results of the survey combined with interviews and what matters most for your unique situation drive the workshop design.

2.  One-to-Three-day Experiential Best Places to Work Management Essentials Training Workshop
Managers learn-by-doing in small teams led by an experienced master facilitator-coach. Each participant has an opportunity to lead the team and to identify relevant actions that apply on-the-job.

Participants’ insights, enhanced by practical management tools, targeted feedback and peer coaching, become pragmatic management strategies that can transfer directly back to the work environment.  Workshop learners progress through the following Best Places to Work core modules that are selected and customized according to the needs highlighted in the assessment and interviews.

Alignment with Goals. How managers create strong alignment. An employee may have their oar in the water, but do they know what direction the ship is headed? And if so, do they understand how their oar can move the ship toward its goal?.

Feeling Valued. How managers improve perceptions about the organization’s commitment to its people. Whether an employee feels valued is highly correlated with their level of engagement and productivity.

Individual Contribution.  How managers help employees to consistently think about ways to do their jobs better and how to effectively reward and recognize employees for doing so.

Manager Effectiveness.  How managers perform their jobs, earn respect and help their direct reports progress and develop.

Retention Risk.  How managers impact an employee’s intent to stay with the organization and be an organizational advocate.

Team Effectiveness.  How managers help ensure employees can count on their coworkers to go the extra mile and consistently produce quality work.

Trust in Managers.  How managers create trust through character and competence.

3.  Best Places to Work Management 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 has been tested with organizational peers and the executive facilitator.

4.  Best Places to Work Performance Coaching
We believe that learning is a process. Participants are scheduled into team teleconferences two weeks and two months after the seminar to discuss insights and implementation of their action plans. For additional support, individual one-on-one performance coaching is available for a period of six months.

5.  Best Places to Work Resurvey and Coaching
Eight to ten months after the seminar, resurveys are used to get feedback on workshop participants’ perceived efforts to improve across those 20 Best Places to Work manager best practices with the highest correlation to manager effectiveness. The follow-up data is reviewed in order to reinforce improvements and identify areas for further progress and on-going coaching.

Target Audience
First-level managers and supervisors who want to improve employee performance, engagement, and retention and organizations who want to create one of the Best Places to Work.

Related Information

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

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’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

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

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

Over the years, both at 3Com and now at Redback, I’ve found LSA Global to be a valuable resource. The recent compliance program that they delivered for Redback’s executive and management team was the right solution, of the highest of quality, and customized to our business and culture. I would highly recommend LSA to any company looking for top quality solutions.

Gina Fulton
Vice President of Human Resources

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

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

We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.

Anita Luckinbill
Director, Human Resources

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich
CEO

Edify

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development

Intuit

LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

We have been able to utilize LSA’s extensive network of top-notch resources to leverage our investment in employee development. The result has been the cost effective and highly efficient delivery of quality educational and management training programs.

Steve Feller
Vice President, Human Resources

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