Change Navigation Series: Leading and Managing Change

Change Management Training Programs

“You have become our premier change leadership strategic partner. Your change management training programs are impressive.  Your expertise in the human side of change is unparalleled and enabled our company to successfully implement our ERP Solution.”
Ted Ramlet | CIO & SVP  | McKesson

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 #3 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

Redwood Trust looked to LSA Global as a consulting partner to help us explore innovative and scholarly approaches to promote employee engagement and sustain the unique culture we’ve built over the last decade.  LSA helped us perpetuate coaching as a discipline across the organization by integrating our core values, goal setting and performance management under an interactive coaching program.  We appreciate LSA’s commitment to cutting-edge practices to help keep us a step ahead during this time of rapid change.

Rosalyn Chan
Vice President, Human Resources

Redwood Trust

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

Great job in designing the Mergers and Acquisition strategy session for our global team. The executive presentation and information was excellent. I gained additional insight on the importance of the role of HR in Mergers and Acquisitions.

Gloria Veon
Senior Vice President, Human Resources

Fujitsu

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

Hyperion has a commitment to lifelong learning. LSA helps us provide the right business sales training, management training programs, and leadership development programs at the right time to meet the needs of both individuals and departments. I especially appreciate their ability to listen to my needs and recommend the appropriate facilitators, solutions and content.

Sarah Parks
Senior Project Manager

Hyperion

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

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

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

The action-learning leadership project has been very beneficial to me, our leadership team, and the entire organization. The balance of development and results has been excellent. We have made huge progress, and I was also able to identify 2-3 high potentials while having the extra benefit of people stepping up to carry strategic projects forward. The Staff is very appreciative and has become very comfortable with both the program and the process. It is still going better than anticipated, and I have been very pleased.

Heather Feltman
President & CEO

LSS

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

The customized leadership styles and coaching program was the best training that I have ever attended. The facilitators were phenomenal. They have a wealth of experience and knowledge coupled with compassionate and caring styles. I’d highly recommend this leadership training program to any manager, director, or executive looking for a life changing leadership program.

Shoaleh Ghaffari
Director, HR

Cutera

We consistently receive positive feedback about the quality of the LSA Leadership Training Programs and LSA facilitators. 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 to design solutions to meet our needs. Your support and dedication, both on the strategic and tactical side, have been outstanding!

Anna Meyer
Leadership Development

Intuit

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

As a high growth digital marketing agency with cutting edge talent, we hired LSA Global to help clarify our strategy and work with our executive leadership team to help implement strategic changes in a way that made sense for our unique culture. The work was so successful that we also hired them to coach our key leaders. LSA has been instrumental in helping us transition to a new leadership team and triple revenue. In this age of useless consultants, I highly recommend their practical and business-oriented approach to strategy, culture and talent.

David Bentley
General Manager

AKQA

We signed up with LSA early on–as their 22nd Member! Since then, our organization’s learning needs have increased and decreased and increased again with the changing times. The beauty of the LSA business model is its flexibility…when we needed to supplement our own internal resources, we used LSA services knowing that we could depend on the outstanding quality of the leadership development and management training programs they provide.

Margie Bunting
HR Manager

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