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 leadership and change 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 and 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 for individuals and teams.
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

Your team was amazing. Facilitative Leadership was one of the best leadership and change workshops my team has ever attended. Thank you!

Diane White
Executive Director, Head of Product Development

You and your change management approach were exactly what we needed to create the clarity, transparency, and alignment for our ERP implementation from a leadership, change, and process perspective.

Thank you for navigating a high stakes, complex, and political process with thoughtfulness and practicality.

Martena Kusz
VP of Strategy

Mistakes teach us a tremendous amount, and we tend to remember them. The change management simulation lets you make mistakes without any real cost. And if you make them here in the program, you are less likely to make them on the job.

Nancy Rothbard
Professor of Management

Thank you so much for being the right person with the right experience and expertise to lead our Executive Team in re-examining our approach to change leadership.

I’m grateful for how you engaged and challenged us with so many “holy crap!” insights and realizations that we needed.

Jeff Nally
Chief Coaching Officer & CHRO

I can’t emphasize enough what a huge shift you helped to create for us as an organization. Thanks again for your change management consulting help and guidance.

The clarity, practicality, focus, and accountability are exactly what we needed to make this strategy and major transformation a success from a hearts and minds perspective.

Cris Alvarez
VP Corporate Strategy

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.

Thank you for your practical and outcome-oriented approach.

Ted Ramlet
CIO & SVP

The most engaging and well-designed change simulation on the market.

Bill Pasmore
SVP, Global Organizational Leadership

The change management simulation engaged the team and made the types of issues that occur through the change process real and provided thought provoking insights.

Peter Gilsenan
EMEA Operations Director

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 customized change 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

LSA Global really shifted our perspective about strategic clarity and organizational culture.

The 3 C’s approach to workplace culture is very practical and really helps executive teams — even skeptical ones — ensure that your culture is healthy, high performing, and aligned.

Amy Cappellanti-Wolf
Chief Human Resources Officer