Facilitating Change and Building Trust

Facilitating Change and Building Trust for Leaders

“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.”
Ted Ramlet | CIO & SVP | McKesson

“Your team was amazing. Facilitative Leadership was one of the best workshops my team has ever attended. Thank you!”

Diane White | Executive Director, Head of Product Development | BioMarin Pharmaceutical, Inc.

Description
Most organizations are in a constant state of change, and it is often those reporting to frontline managers that feel it the most. While some people adapt quickly, others can get stuck.

If not managed effectively, change initiatives can significantly impact productivity. Managers who are effective at facilitating their teams and individuals through change are able to maintain high levels of productivity while facilitating the effective implementation of strategic initiatives.

Objectives

Provide managers with a descriptive model of change.
Provide managers a framework of change that enables them to diagnose an individual’s current change stage and identify tactics for facilitating the individual through the stage.
Introduce guidelines for facilitating change and building trust.
Develop tactics for overcoming challenges in using the Stages of Change Model and the Diagnostic Tool.
Develop conceptual comprehension of the Stages of Change Model & Diagnostic Tool.
Develop comprehension of the Trust material.

Frameworks and Tools

Stages of Change
A framework for how change affects and influences people. Provide a model for explaining the different stages people experience as they undergo a change, and establish a context for facilitating people through those different stages.
A Stage of Change Diagnostic
A means for the manager to understand the change stage his/her group and each individual is at.
Trust Model
A model to help managers maintain and build trust while facilitating their people through change.

Learning / Facilitation Approach
This program uses an experiential approach that focuses on developing a familiarization with change management and guidelines for building trust.

Participants are introduced to the concepts of change by an activity that simulates a constant state of change.

Rules change, goals change, keep-sakes change, and actions change. Participants are assigned a challenge they may face in applying the Change Stages.

Teams discuss the challenge and develop as many strategies for overcoming it as possible. Quiz sessions are used to force participants to come up with questions—and answers.

The benefits of this approach include:

Accelerating change adoption and execution of strategy and corporate initiatives.
Maintaining high levels of engagement and productivity during change initiatives.
Reducing stress on individuals and the organization during periods of change.

Target Audience
Frontline managers and supervisors.

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

Related Information

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Director, Organizational Excellence & Development

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Human Resources Manager

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SVP Human Resources

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I personally have partnered with LSA Global at four of my previous companies. It continues to be a delight.

We look forward to partnering with them for a long time to develop our managers and leaders.

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VP Human Resources

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Vice President of Human Resources

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We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of leadership solutions.

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Managing Director

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Mike Normant
Learning & Development

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Nick Voyvodich, SPHR
HR Manager

We turned to LSA to help us custom design and deliver a management development solution to help drive performance. They have done an excellent job diagnosing the business situation, designing a leadership approach that fits our culture, and delivering a first class solution with the support systems necessary to make a real difference.

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VP Human Resources

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As an HR leader, I am always looking for ways to find external resources that can provide impactful leadership and management development expertise. LSA consistently does that for me.

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VP of Human Resources

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.

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Vice President of Operations

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

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Vice President of Human Resources

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Director, HR Business Partner