“We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, one-on-one sensitivity training, and inclusion.
They exceeded my expectations from a speed, quality, and value standpoint.
I would recommend LSA Global to anyone looking for a true business partner.”
Anita Luckinbill | Director, Human Resources | Skadden LLP
People who have been accused of harassment or discrimination often are required by their companies (or a court) to attend a sensitivity training course.
Unfortunately, in a classroom or online setting, they may be reluctant to ask questions directly related to their situations. And if they’re hostile, they may say nothing, fade into the background, disrupt the group, or share inappropriate and highly sensitive information.
We offer proven one-on-one sensitivity training for these employees facilitated by experienced attorneys who are also vetted coaches. Each session is custom designed with your management and Human Resources to:
The initial one-one-one session with the individual usually lasts for three hours. Some situations require multiple meetings with the same individuals, targeted homework between sessions, and follow-on 1×1 executive coaching to achieve the desired results.
The participant will receive a comprehensive reference guide that can be used going forward.
After the one-on-one sensitivity training session, management and HR will receive a verbal and/or written report on the outcome. We will make recommendations if we believe more in-depth counseling is required.
This one-on-one sensitivity training program has been successful in reducing hostility in people accused of harassment and discrimination, increasing their understanding of the legal parameters in which the company must act, and obtaining their buy-in to the process. Our clients report that participants are grateful for this practical and meaningful approach.
Typical Meeting Content Includes
Target Audience
People who have been accused of harassment, discrimination, or inappropriate behavior.
To speak with an LSA Expert and learn about one-on-one sensitivity training program customization, delivery, and post-crisis follow-up options for your team, please contact us.
One-on-one sensitivity training is a confidential, personalized coaching program designed for employees, managers, or executives who have been accused of harassment, discrimination, retaliation, workplace bullying, or other inappropriate workplace behavior. Unlike group training, each session is customized to the individual's circumstances, company policies, and desired behavioral outcomes, allowing participants to ask candid questions and receive targeted guidance.
Organizations often choose one-on-one sensitivity training when an individual has been involved in a specific workplace incident, complaint, investigation, or legal matter. Individual sessions provide greater privacy, accountability, and personalization than classroom training, making them particularly effective for addressing unique behavioral issues, reducing defensiveness, and helping participants understand how their actions affect others and the organization.
Training content is customized to each situation but typically includes workplace harassment, discrimination, retaliation, respectful communication, workplace bullying, company policies, legal responsibilities, appropriate workplace conduct, emotional awareness, and practical strategies for preventing future issues. Real-world scenarios and discussions relevant to the participant's circumstances are incorporated to maximize learning and behavioral change.
After an intake session with HR and key leadership stakeholders, most one-on-one sensitivity training engagements begin with an intensive session of approximately three hours. Depending on the complexity of the situation, organizations may choose additional coaching sessions, follow-up assignments, or executive coaching to reinforce behavioral change and ensure lasting improvement.
Yes. One-on-one sensitivity training is conducted confidentially between the participant and an experienced facilitator/attorney. While management and Human Resources typically receive confirmation of participation along with a formal written report with appropriate observations or recommendations, discussions are handled professionally to encourage honest dialogue, accountability, and meaningful behavioral improvement while supporting organizational objectives.
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