Assess & Develop Talent Whitepapers

Thank you for your interest in LSA's Assess & Develop Talent Best Practices Research Whitepapers.

23 Differences to Know between Old and New School Instructional Design
Instructional design does not have to be expensive, slow and frustrating. We believe that custom-designed solutions for both internal and external customers can often be better, faster and cheaper than off-the-shelf solutions if you do it right.

3 Proven Training Roll-out Strategies – the Pro’s and Con’s
There are many obstacles to the successful Transfer of Training™. But if you carefully consider three training implementation strategies when rolling out a learning solution, you’ll be much more likely to achieve the results you seek.

3 Steps to Building a Smarter Training Initiative
Building smarter training initiatives is about ensuring that training investments get meaningful results that are relevant to the business. Here are the three steps that we have found to be most effective.

30+ Secrets of Successful Facilitators
We spent the past 10 years in some futile field research where we interviewed and observed several facilitators and the groups they facilitated in an attempt to identify the secrets of effective facilitation.

4 Big Picture Ingredients When Designing an Effective Training Function from Scratch
Two clients made big changes to their training functions. What you can learn from them.

5 Key Succession Planning Trends and Lessons from the Field
Succession planning expectations are increasing. Most companies have taken some steps. Are they effective? What can you learn from them?

5 Key Training Questions to Always Ask
While training is just one of many tools that can be used to increase revenue, decrease costs, or increase productivity, there are some general questions that should be considered before undertaking any learning initiative.

5 Most Common Training Function Strategies and Key Mistakes to Avoid
5 main strategic approaches that differentiate one training function from another. The key is to create a focus that works in your specific environment and addresses your most pressing needs.

5 Surprising Things Your Training Company Does NOT Want You to Know
Most training company recommendations and advice should be taken with a grain of salt. Download this article to learn about the Top 5 things that training companies don’t want you to know about their business.

7 Action Learning Design Best Practices that Get Results
Would you be surprised to find that most Action Learning Programs do not change behavior or deliver true business results?  7 ways to get better results.

7 Principles to Develop the Antidote to Ineffective Training
Why “training” is typically a waste of time and money when it should be every company’s “Killer App”.

8 Reasons Leaders Need 360 Feedback
Done right, the 360-degree feedback process provides valuable insight that individuals typically cannot gain on their own.

Action Learning – The Fundamentals You Need to Know
Action Learning is the heart of a strong Leadership Development Process, based on the idea that people learn best when they have to take real and important action rather than do an academic exercise.

Avoiding the 4 Deadliest Sins of Training
When you step back and look at the four deadly sins, one overriding theme can eliminate these mistakes, make these common problems disappear, and help bring alignment across all of your major stakeholders.

Build vs. Buy? Critical Training Outsourcing Lessons from the Field
While much has been written regarding the build vs. buy decision for technology solutions, there is little helpful literature regarding learning solutions or the training function as a whole.  Learn more about the key questions to consider before outsourcing training.

Developing Smarter Training Budgets that Get Approved by Executives
Organizations continue to budget and spend billions of dollars each year on training and development for their employees – programs that typically fail to produce tangible business results. No wonder the majority of executives are looking at ways to aggressively cut training costs.

Ditch Permission-to-Play Training Metrics and Embrace Impact Metrics
There is more corporate pressure for training measurement than ever before…you just need to update your tools and redefine your purpose by better understanding and applying the different types of training metrics.

Exposing 3 Big Corporate Culture Myths about Talent
Do not fall for misinformation about culture promising quick fixes and silver bullets for everything that ails under-performing businesses.

Faster, Better & Cheaper Instructional Design – The ABCs to Make it Happen
During the past 15 years of instructional design, we have discovered that it is possible to have faster, better AND cheaper results by using unconventional strategies.

Five Keys to Effective Executive Coaching
Coaching should be done in the right place at the right time with the right style. Look for teachable moments and provide feedback with the right balance of directness and empathy.

How to Assess on 3 Levels to Improve Performance
Based on over 800 training assessment and measurement projects, we recommend that you administer assessments on the following three levels

How to Determine the Right Operating Principles for Your Training Function
Too few Learning and Development Functions fully consider the consequences of their assumptions and principles and how they are to be implemented across the organization.

How to Finally Raise the Bar through Training Assessments
The majority of learning initiatives continue to bypass individual skill assessments prior to designing or delivering new programs. Skipping over this first step of assessing gaps is one of the root causes driving a nearly 90%+ learning program failure rate.

How to Use Training Metrics to Drive Focus and Agility
Successful companies have learned that training measurement has tremendous value in both helping evaluate what matters (where to focus your efforts) and then in tracking change (so you can consistently realign).

Increasing the Adoption & Impact of Training Using RAI
How Wilson Sonsini Goodrich and Rosati is beginning to change the training game by using the Training RAI™ methodology to get results.

Individual Development Plan Template to Transfer Learning
The purpose of this document is to provide a simple and focused individual development plan template to help ensure that lessons from training are transferred to on-the-job performance.

Laws of Learning: 14 Important Principles to Follow
While each solution we design and deliver is customized for the specific business needs and objectives, we find that these laws are particularly relevant to adult learners.

Measurement of Training: 5 Smart Steps
Measuring the business results of soft skills is viewed by most people with a mixture of fear and loathing.  It can and has been done.  And the good news is that it is not as difficult as others would lead you to believe.

Number 1 Reason Training Initiatives Fail According to Executives
When we talk to HR and training, they consistently tell us that learning initiatives fail for one of three reasons. Executives tell us that all three assumptions are incorrect.

Should You Centralize or Decentralize Your Training Function?
Once your training function has a clear direction and mission, it needs to have the appropriate structure to help make it happen.

The 4R Model of Transformational Leadership
We believe that leaders can be made.  The 4R Model is a roadmap for how leadership can be consciously developed and practiced through Relationships, Roles, Responsibilities and Results.

The Importance of the Right Training Function Governance
Choosing a governing committee is often one of the first steps in building an effective leaning function.

The Learning Maturity Model
Based on Kirkpatrick’s four level Summative Evaluation, the LSA Learning Maturity Continuum™ shows five levels of measurement, and how, if learning and application are not effectively linked, true results cannot be achieved nor measured.

The Top Coaching Mistakes – Is What You Learned All Wrong?
We’ve identified what we consider to be the top two mistakes that hinder effective coaching – mistakes that if avoided, will greatly simplify the coaching process and minimize the time it takes to effectively develop your people.

The Top Skills for High Performing Leaders
These six leadership competencies continue to rise to the top regardless of industry, client, strategy or culture.

Top 10 Field-Tested Training Best Practices that Work
Is your approach to Learning and Development keeping up with the times? The Top 10 Training Best Practices outlines the key attributes of the most effective training and development programs and actionable practices – not just theory.

Top 10 Shifts for the Learning & Development Function
The training industry as a whole and the training function in general, continue to lag behind other business functions in terms of innovation, approach, and business impact.

Top 10 Training Function Warning Signs
If you believe that the business and performance impact of your training programs may not hold up under scrutiny from your CEO, then you should make sure that you are avoiding the top 10 warning signs that your training function may be in trouble.

Training Measurement: The New Case for Why and How It Should Happen
Even after completing over 800 successful training measurement projects, we continue to hear inaccurate concerns about training measurement involving three central arguments

Transfer-of-Training: Connecting the 2 Key Disconnects
How to ensure value and a return on your training investment based upon the transfer of training.

Why Talent Is Surprisingly Only 1/3rd of the Talent Management Recipe for Success
Effective talent management can differentiate your company from the competition in both good and bad times.  Inconsistent and unaligned talent management methodologies can grind your company to a halt.

Why Training Measurement is NOT a Popularity Contest
Unfortunately, “popularity” is one of the most common answers we get to justify training expenditures and approaches from Training and HR departments.  This is a mistake.

Why You Have a Better Chance of Climbing Mt. Everest than Transferring Learning
A key to the successful transfer of learning is the available resources – before, during, and after a learning initiative. As part of our ongoing series on the implementation of learning initiatives, this is our second paper on our revolutionary 5Ri™ Methodology.

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LSA custom designed a Management Development program that is absolutely “on target” for our technical managers. Their facilitator has done a superb job delivering the material in a way that is fast paced, highly interactive, and fun. She presents practical solutions to the people situations that our managers face every day. I regard LSA as an excellent partner that understands our business needs and a virtual member of our HR department.

Judith Onton
Vice President Human Resources

LSA exceeded all my expectations. We interviewed 7 potential training and consulting partners and selected LSA due to their expertise, flexibility, and breadth and depth of solutions. We were able to construct a management training course from the modules most appropriate to our needs, and are able to provide additional training from their well developed portfolio of experts. Our managers galvanized as a team throughout the session and are better prepared for the rigors of a competitive market.

Mitch Mandich


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


We engaged LSA to design and deliver a 6-month custom executive coaching program for a group of our key leaders. The focus of the program was to help a core group of senior leaders to leverage previous investments in management training, to ensure the engagement and retention of key employees, and to push critical strategic initiatives forward. Even with the high expectations of our senior people, LSA has completely exceeded our expectations. I would recommend them to anyone looking to create and implement a custom coaching methodology using proven tools to drive true change.

Ivan Fukumoto
Senior HR Manager - Staffing, Training, & Development

LSA helped to meet the needs of my teams within a very narrow timeframe. My team walked away with highly useful management tools and practices. LSA saved us time in delivering the right solution for our specific needs.

Sandeep Kumar
Director, Software Engineering, EPG

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

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

For our go to training outsourcing partner, LSA provides exactly what we want. As always, they deliver outstanding work!

Elizabeth Siebert
Director, Organizational Excellence & Development


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

On behalf of Roche and my staff I would like to sincerely thank you for your help with this. The English as a Second Language (ESL) assessment and coaching that you provided for our team was a great success.

Cam Greig
Associate Director


Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner


In my years working with LSA, it seems like I’ve had a personal consultant at my fingertips to help me identify just the right solution to satisfy our needs. The entire LSA team has become a trusted friend of Actel — assuring we provide state-of-the-art learning to meet our complex, high-tech business and people needs.

Linda Mitchell
Training Manager

LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.

Emily Couey
Director of Human Resources

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

We partnered with LSA to pilot a customized behavioral interviewing program to help ensure that we continue to hire the best and brightest as we continue to rapidly scale. LSA’s ability to understand our business and our unique culture combined with their desire to ensure that the best practices framework truly fits our performance environment and is highly adopted by our people is a real blessing. Most other firms want to just ‘give you training.’ Not LSA, they are focused on helping me hit our hiring forecasts and attract A players.

Jennifer Remling
Director of Global Recruiting


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