Change Navigation Series: Leading and Managing Change

Change Management Training Programs

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“The change management training and facilitation were excellent. The virtual change workshops really hit the mark because they were completely customized for our unique change initiative and culture. I know I learned how to be a better change leader, and I will apply lessons learned on all initiatives going forward.

The workshops also really opened the eyes of our change champions who are eager to apply the change tools.”

Colleen Bell | EVP, Operations & Chief Fiduciary Service Officer | Cambridge Investment Research

Description
Developed by pioneers and thought leaders in the field of change management over the past 25 years, our Change Navigation Series has three core modules that target skill development for leaders tasked with driving large scale organizational initiatives and individual contributors experiencing change and turbulence.

While each change training module is customized to the specific needs of an organization, they are all designed from the same underlying change methodologies and frameworks to foster coherence and a common language to get results.

Change Management Training Program Modules

  • Leading Change
  • Leading Organizational Resiliency
  • Mastering Organizational Resiliency

We continue to evolve new models and methodologies based on changing socioeconomic conditions and factors. Our original model, the Transition Curve, remains a foundational component of our change methodology.

With the introduction of the 5 Lenses of Change Leadership, we honed our focus on the five areas of requisite leadership competence that are required for successful organizational change to occur.

Change Module 1: Leading Change

Description
Leading Change is designed for executives, leaders, or managers who must effectively guide others through the process of change.  It is ideal for organizations that are experiencing major or ongoing change and wish to engage and empower their people to get results.  Leading Change is a comprehensive exploration of the critical change leadership skills and tools to garner genuine commitment to change.

Participants use a framework for designing and implementing change initiatives called the 5 Lenses of Change Leadership.  These lenses focus leaders on change through the perspectives of relationships, culture, stakeholders, structure, and information and are directly related to the primary reasons that change efforts fail.

The systemic approach to change management training enables leaders to better guide their group through a transition, avoid unexpected pitfalls, and more quickly realize the business objectives of the change initiative.

Learning Objectives
Leading Change provides an action-focused orientation for navigating complex change that helps managers gain genuine commitment. The program is especially relevant during times of restructuring, rapid growth, mergers and acquisitions.

Designed to be run between four hours and two days, participants will:

  • Learn to quickly locate others in the individual change process and appropriately intervene.
  • Gain skill at dealing with people’s nonproductive resistance to change.
  • Understand the five key lenses for leading change.
  • Develop an effective communication strategy.
  • Identify key stake holders and build their commitment to change.
  • Define the information and feedback required to measure success at the individual, team, and organizational level.
  • Create an effective action plan for guiding their group / organization through change.

Change Module 2: Leading Organizational Resiliency

Description
With change a constant in today’s corporate world, even carefully crafted formulas for strategic success are short-lived; competitors are apt to copy them in order to gain an advantage over another organization. Companies need to be proactive through ongoing assessment and readjustment of structures, teams and processes so they can quickly react to the ever changing marketplace.

Today’s leaders understand that to remain competitive they need to be flexible. It is not a matter of fixing something that is not working. They need to be able to re-configure the organization to be ready for unexpected opportunities. This means that they challenge and take advantage of the skills of their workforce and support ongoing learning and development.

Learning Objectives
This change management training module provides tools for leaders to evaluate their organization in its current state and, if appropriate, reconfigure it to accomplish strategic goals and address the needs of their customers.  The program’s length can be from four hours to a full two days. At the end of the workshop, learners will:

  • Understand organizational design – the ideas and principles behind the theory
  • Evaluate the effectiveness of their current organizational structure
  • Describe and analyze any gaps in the organizational design
  • Be familiar with both process- and structural-based concepts
  • Understand the processes and linkages that support the desired organizational structure
  • Clearly articulate responsibilities, roles and ownership
  • Plan how to implement the changes needed to improve performance management
  • Apply the process of design-change


Change Module 3: Mastering Organizational Resiliency

Description
Mastering Organizational Resiliency is designed for employees who are living through either major or ongoing change at work.  Workshop participants are introduced to the different stages of change, and then they have opportunities to practice newly learned skills that will help them assess the change and experience it in a more productive and healthy manner.

Models such as the Transition Curve and  the Skill Development Model are taught so participants gain insights into their responses to change and are able to develop actions that will guide them forward. The change models depict the process that everyone follows during change and provide the skills required to navigate change successfully.

Learning Objectives
This Change Module is designed for individual contributors experiencing change.  The program can run from four hours to a full two days. Program learners will be able to:

  • Understand what drives the organization’s change
  • Identify at which stage they are in the Transition Curve model
  • Recognize and articulate how they feel about the change
  • Relinquish the losses that may be an outcome of change
  • Enlarge their support network
  • Take actions that are within their control
  • Reframe attitudes and beliefs in a way that will support the change
  • Identify personal skills that bring value to the company
  • Design an action plan for moving through the process more speedily

To speak with an LSA Expert and learn about change management training program customization and delivery options onsite at your company, please contact us.

Related Information

We reviewed the top Leadership Development offerings and selected LSA’s 12-month Leadership Program based upon the value and systemic approach. The feedback on the program, approach, and results was phenomenal. While other programs may be better known, they were more theoretical and did not compare in terms of practicality, quality, and results.

Stacey Porter
Senior Manager Learning and Development

Roche

The customized leadership program was very practical and achieved our goals. LSA adapted very well to our group and the situation and helped us build trust and awareness of successful leadership styles. We look forward to the next steps.

Erik Okholm
Director of Software Development

After a difficult search to find a partner that could address a very specific leadership development need, we chose LSA Global. They were responsive to our needs and created a solution that we continue to see results from. It is nice to know we have access to their expertise with a simple phone call.

Valerie Blackburn
Director of Business Operations

LSA’s executive coach based his approach on understanding our business circumstances and strategy, as well as our leadership aspirations. The customized coaching covered all aspects of leadership; it was not simply a touchy-feely endeavor. In fact, the focus on clear business outcomes and real life circumstances challenged me to develop my thinking and actions related to leading the business.”

Janet Pagano
Managing Director

Ovid

I continue to be impressed by the level of depth and breadth of expertise, leadership development, and management development that LSA has to offer. What a smart and client-centric group of great people who really know how to help leaders attract, engage, develop and retain top talent.

Tracy Esposito
Director, HR Business Partner

The quality of LSA’s Leadership Training Programs and facilitators is always top notch. We recognize and appreciate the hard work LSA always goes through to align to our unique culture and meet our specific requirements. Thank you for regularly going above and beyond. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

Intuit

Having tripled in size and recently merged, LSA helped our executive team to increase our level of strategic alignment, to solidify our new direction, and to push our agency forward. As we look to rapidly scale, the clear, actionable, and critical few strategic moves combined with how we differentiate ourselves to our top accounts and target clients has really set us on a great path to success. This is exactly what we needed to get to the next level.

Matt Britton
CEO

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

We contacted LSA to help us design and deliver customized management development programs. LSA worked with us to meet our exact needs. We started at the top with our executive team.  It was such a great success that we rolled it out company-wide. 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 approach has certainly brought value to Knight Ridder Digital. They were laser focused on our goal and determined to meet all of our Leadership development program needs. Their flexibility and commitment were keys in making our program successful.

Dipik Rai
Director of Marketing

You have become our premier change leadership strategic partner. Your expertise in the human side of change is unparalleled and enabled our company to successfully implement our ERP Solution under challenging and ever-changing circumstances.

Ted Ramlet
CIO & SVP

McKesson

We selected LSA Global over 5 other companies to help our key executives improve their overall communication and executive presentation capabilities. LSA exceeded our expectations.  I highly recommend LSA to any executive team looking to better organize and more effectively deliver key executive-level messages when the stakes are high.

Todd Power
Office of the CEO

LSA is an excellent training outsource partner! They listen to our needs, are responsive and work at a pace that keeps up with ours. We have found LSA to bring strategic and innovative solutions to meet our business problems by partnering effectively with our staff. I consider them to be an external extension of our team.

Wendy Chinn
Sr. Director, Global Sales Enablement

We have had a very beneficial partnership with LSA. Their recent Leadership Development Program helped us to identify, develop, and retain top leaders. It was instrumental in helping take our company and our key people to the next level. I would recommend them to anyone looking to truly develop and retain top talent.

Steve Janowsky
Vice President of Operations

Proxicom

LSA consistently delivers for me and my team.  Recently they demonstrated the criticality for executives to look beyond current ethics topics and focus on applying fundamental values in everything they do to demonstrate true leadership. They successfully delivered in two hours what most leadership development facilitators would spend an entire day trying to communicate.

Nick Voyvodich, SPHR
HR Manager

Fujitsu

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