LSA Strategy to Results™ Methodology

A proven 6-step process from assessment to measurement.

Methodology to achieve lasting business results.

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LSA Global uses a proven 6-Step methodology to help clients to move from a strategy to desired results. While each phase is customized to match the strategy, budget, culture, time frame, and scope for each project, our general 6-step process is outlined below.

                                                                                                                                                                    

Strategy-to-results-1

 

1.  Identify Desired Results

  • Review relevant business strategies, organizational culture and workforce plans.
  • Facilitate a working session with key stakeholders from the target audience, their bosses and leadership to:
    • Agree upon desired business results.
    • Identify the current and desired positioning on the solution spectrum.
    • Identify key leading and lagging business success metrics.
    • Establish current baseline and future desired targets.
    • Calculate the value of future desired targets.
    • Identify “acceptable excuses” and key variables.
    • Agree upon next steps.
  • Update business case and project, communication and change management plans.

You will know when you are done when all key stakeholders agree to answers to the following questions: Who is the business sponsor?  What are you trying to accomplish?  How big of a priority is this compared to other investments?  How will you know when you have succeeded?  What next steps do we all agree to?

2.  Assess the Current Situation

  • Review relevant strategy, culture and talent plans, practices, structures, processes, and systems.
  • Interview key stakeholders, facilitate focus groups and conduct online surveys as deemed necessary.
  • Revise business case and project, communication and change management plans.
  • Agree upon next steps with key stakeholders.

You will know when you are done when all key stakeholders agree to answers to the following questions: What is the current situation?  What has stopped this from being resolved?  Are we ready to do what it takes to succeed?  Do we all agree on next steps?

3.  Design the Exact Solution

  • Finalize business objectives, learning objectives and success metrics.
  • Agree upon key scenarios, skills and knowledge required to meet the business and learning objectives.
  • Identify the key strategy, culture and talent barriers to adoption, behavior change and performance improvement.
  • Finalize
    • design and learning modalities for before, during and after the workshop.
    • list of process and system changes required to meet objectives.
    • training measurement and change management plans.
  • Agree upon next steps with key stakeholders.

You will know when you are done when all key stakeholders agree to answers to the following questions: What approach makes the most sense?  How will we know participants can do it?  What’s our implementation plan to make the new skills and behaviors stick and drive measurable performance?  Where do we need to be on the Metrics to Move Spectrum™?

4.  Deliver Performance Learning

  • Implement key process and system changes.
  • Deliver customize experiential and scenario-based online, classroom-based and blended solutions to meet specific objectives.
  • Agree upon next steps with key stakeholders

You will know when you are done when participants can “do what you want them to do” and “know what you want them to know” in your simulated learning environment.

5.  Implement Coaching & Follow-Through

You will know when you are done when participants can “do what you want them to do” and “know what you want them to know” on-the-job and you have hit your pre-defined success metrics.

6.  Measure Impact & Results

  • Summarize results of satisfaction, knowledge gain, job relevance and net promoter scores.
  • Measure behavior change and adoption of new skills on the job comparing high to low adopters.
  • Calculate impact of new skills on targeted success metrics.
  • Provide personalized coaching profiles highlighting strengths and weaknesses, obstacles, benchmarks against peers, and links to specific tools and resources for areas of deficiency.
  • Agree upon next steps with key stakeholders.

You will know when you are done when you can answers the following questions: How far did our success metrics move?  Are people using the new skills and knowledge on-the-job?  What difference is it making in terms of performance?  What should each person be coached to?

We gave LSA a very short deadline to customize an important management training program to meet our unique requirements.   Their facilitator was an expert in the subject matter and very credible.  The design provided practical and valuable information to our managers. I highly recommend LSA Global, particularly in the area of management training.

Julaine K. Souza
Senior Vice President

LSA helped us with leadership development by designing a solution to match our unique needs and culture. It was such a huge success and received rave reviews. I would highly recommend LSA to help take leaders and managers to the next level.

Karen King, SPHR
Manager, Human Resources

Alliance Data

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

Understanding and conforming to legal compliance was very important to our company. We turned to LSA Global to provide a quality and cost effective way to ensure that we were AB 1825 compliant. Their interactive eLearning program was top-notch. It allowed our managers to learn at their own pace, and on their own time. The program was tailored to include our logo and our internal harassment policies. It was interactive and met all federal and state legal requirements. I would highly recommend LSA Global to any company looking for an efficient and effective and top quality way to train their managers to be in compliance.

Kelly Warren, SPHR
Director, HR & Compliance

LSA has been a tremendous asset to my portfolio, both at my current company and my past company. As an HR leader, I am always looking for ways to find external resources that can provide a solution to our management training needs. LSA does that for me. Their solutions are presented in a much more leadership-oriented manner so as to be crisp, business relevant, and easy to apply right back on the job. I will continue to augment our programs using LSA solutions.

Ken Boehm
VP of Human Resources

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 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

In the Next Generation Management Development courses, I was trained with skills and tools that have made me and my team more productive, motivated, and successful at communicating with other departments.

 

Kevin Ashman
Firmware Engineering Supervisor

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

The Managing Virtual Teams program was extremely valuable. LSA’s fundamental knowledge of our company provided an incredible base to build upon while tackling the complications of managing and working with globally distributed teams. My team walked away walked away with highly useful practices and tools. It was excellent.

Debra Martucci
Vice President, Information Technology

A key to performance improvement is strongly linked to cultivating the proper type of motivation. Since the performance management training, I have been much more focused on identifying and discussing how our actions in Engineering create value to IGT’s success. So far, the feedback has been positive. The group appears to be more accountable for their actions, and victim loop reactions are less frequent. The value proposition for me and those groups we work with is better teamwork, higher spirits, and a better outlook for things to come in the future (renewed enthusiasm).

Stewart Thoeni
Mechanical, HW Engineering Director

I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise we needed to get the job done.

Don Pryor
Director, Business Planning & Analysis

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.

Gina Fulton
Vice President of 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

What a personal and professional pleasure it has been to partner with LSA. They are truly a strategic partner. LSA has delivered top notch management development programs and worked with key teams to build targeted skills. They understand our business, our strategic initiatives, and the needs of our customers.  They have been a real blessing for our L&D team.

Jeff Rangel
Director of HR

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