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April 2012 (Part 1) Five Warning Signs of a Bad Project Leader
As Project Leaders, we rarely think that we are the Captain of the project version of the Titanic or that the problem lies with us.
We blame any problems on our teams, clients, stakeholders, sponsors, or other external factors-not on ourselves.
The story of the Titanic is an interesting example of how the blame game can work. Though up to now the Titanic's Captain (project leader) has taken much of the blame for the collision and 1,523 deaths, there has since been a lot of finger pointing in other directions.
Some scientists recently arrived at a new theory that a full moon caused the disaster rather than the Captain. National Geographic's Richard A. Lovett wrote in March, "That full moon, on January 4, 1912, may have created unusually strong tides that sent a flotilla of icebergs southward-just in time for Titanic's maiden voyage."
One historian believes that the chairman of Titanic's owner (a key project sponsor and stakeholder), the White Star Line, persuaded the Captain to continue sailing after encountering problems and is the main culprit for the tragedy.
Yet another book on the subject claims that the Titanic had plenty of time to dodge the iceberg but the collision was the result of a helmsman (a project team member) who turned the ship the wrong way after misinterpreting instructions.
These theories could all shift the blame away from Captain Edward John Smith. However, regardless of the true cause of the disaster, as a Captain and project leader, it is your responsibility to:
- Plan for "a flotilla of icebergs."
- Ensure that all stakeholders are on the same page.
- Create the circumstances of success for your team.
Unfortunately, you do not have the luxury of waiting for a 100-year anniversary to be saved by alternative theories of your project's demise.
So What Should You Do?
Read about the five Project Leadership warning signs and what to do to succeed...
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects.
Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
April 2012 (Part 2) How to Lead High Performance Project Teams
Do your project leaders have what it takes?
Are you getting the results you need?
You have been asked to lead or to pick a leader for an important project. You appreciate the opportunity and vote of confidence, but you are concerned about pulling it off.
The team has the right technical project management skills in terms of project definition, planning, and risk management, but they seem to lack the leadership, collaboration, and team cohesion to succeed in the face of what lies ahead. Additionally, your matrix organization is adding an additional layer of complexity.
Soon, stakeholders will tug them in a million different directions. Varied leadership, communication, and decision making styles will create rifts as the team faces increased pressure.
Whether the team is comprised of part-time volunteers or highly-skilled professionals, their productivity and success is dramatically affected by the relationships within the team and the ability to function as a cohesive unit.
Successful project teams build a positive project team environment and learn to work together to solve problems even in the face of conflict.
Learn more about leading high performance project teams...
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects.
Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
March 2012 (Part 1) - Five Steps to Transforming a Recruiting Function
Heroes?
We don't usually think of recruiters as heroic.
Yet there are recruiting leaders who have achieved amazing results.
HC is one of those whose modesty means he remains anonymous. He took over a recruiting function that was stumbling along, filling positions only after lengthy delays.
Job requirements were not communicated clearly to candidates, hiring managers assumed the poor performance they got was normal, and senior leaders put all their positions out to search. The career site was hidden, not engaging, and listed positions as "open" long after they had been filled. There was no sourcing function and no applicant tracking system. Potential candidates were not a good fit according to hiring managers who needed more resources to meet demand.
Sound painfully familiar?
Everything in the recruiting function was reactive. There was no talent community, no proactive sourcing strategy, and not much awareness of weaknesses in their process.
While this sort of recruiting function is not all that unusual, this one was part of a well-known organization that has a high public profile and is considered a leader in its products and services.
Although no one knew it when he was hired, HC was going to turn this situation around. And he did it without firing any recruiters and without a lot of fanfare.
Read more to find out how one recruiting leader transformed recruiting...
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
March 2012 (Part 2) Strategic Employee Branding, Staffing and Recruiting
Hiring the right talent is difficult enough.
Getting "A" players "fast enough" to support high growth can make or break a strategy.
If you are like most fast growing companies, chances are that your staffing and recruiting process is not what it should or could be.
To hit your ever increasing and shifting targets, you need it to be impactful, efficient, and strategic. From sourcing quality candidates to meeting hiring forecasts to employee and internal branding, an effective staffing and recruiting process is a complex challenge.
Best-in-class organizations execute each strategic staffing and recruiting phase efficiently and in alignment with their business and people strategy.
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
February 2012 (Part 1) - The Keys to Successful Prospecting: Hitting the Home Run vs. Bunting
80% of the time.
Every sales professional dreams about connecting with the right buyer to hit that sales pitch over the fence and bring in the winning revenue.
But in over 17 years of studying customers' buying habits, our research shows that prospects are "emotionally closed" to buying 80% of the time.
That's why the old adage, successful prospecting boils down to "at bats and number of hits," can set up a sales professional for some awfully long, scoreless innings.
Most prospecting theories (and training) follow this outdated model and maintain that sales and prospecting are just a matter of simple math:
1. If you get to swing at enough pitches (make enough phone calls)
2. You'll eventually get enough hits (connect with someone) and
3. Finally score some runs (close business).
However, today's more savvy customers have learned to identify sales pitches and make it much more difficult for a salesperson to get the opportunity to even swing at the ball. "Smiling and dialing" for dollars is too costly and too ineffective to be a viable or smart tactic.
A much more strategic prospecting approach is required to succeed.
We have identified 7 key barriers to successful prospecting-from the difficulty of gaining access to the challenge of advancing the relationship-and offer tested methods and tools to overcome them.
Read about the 7 key barriers and how to overcome them...
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
February 2012 (Part 2) - Getting More New Clients: What Does it Take to Grow Faster than Your Competition?
"We want more new clients."
According to our Q1 Sales Poll, 45% of those surveyed said getting more new clients is their most pressing concern.
So - how do you generate new sales opportunities for your sales force?
Whether you find new customers through referrals, or through an inside sales force, our experience tells us that the new customer acquisition process is extremely client and industry specific.
Whether you are high tech software company, a medical device company, or a services firm, your approach must be aligned with how your target customers buy to help you acquire the right customers - faster.
Any way you cut it, this takes a clear Go to Market Strategy, defined target markets, and a compelling value proposition that resonates with your target buyers.
Learn more about:
Getting More Qualified Sales Meetings
Creating More Qualified Sales Leads
Improving Inside Sales
Inside Sales Coaching for Leaders
Selling Transactions More "Consultatively"
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
January 2012 (Part 1) - Keys to Building a High Performance Contact Center
Just 5%.
A 5% increase in customer loyalty can boost profits by as much as 25% to 85%.
It is up to the Contact Center Leadership Team to stimulate improved performance and execution so these gains become a reality. The leaders need to create the circumstances that elicit better performance from their people.
The good news is that positive customer experiences drive repeat business, cross-selling and up-selling of services, loyal customers, and referrals. As well, positive experiences decrease the overall costs of service and sales.
The bad news is that contact center technology has not been the great equalizer between people and their performance that had been hoped. While technology has helped to mitigate poor performance and standardize overall performance, it hasn't fully resolved high attrition rates, lack of engagement, and embarrassing service and sales failures. These problems and a variety of other ills continue to plague contact centers and result in lost revenue, high service costs, and low customer loyalty.
So the key question for Contact Center Leaders and their bosses is not "why" high performance but rather "how"?
Fortunately, with the help of 16 years of research and the biggest bank of high performance environment data in the world, the "how" has become a whole lot easier.
Read how to create a high performance environment in your contact center...
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
January 2012 (Part 2) - Customer Service - How to Live Your Brand Promise
Brand experience does matter.
According to the Chief Marketing Officer Council, 54% of those surveyed said they'd give up their memberships in Loyalty Clubs if they had a negative product or service experience with a brand.
It's critical that the customer service you deliver does not in any way reflect poorly on your brand. The potential loss of business is far too high, even with those customers who indicated a preference for your product by signing on as a club member.
When Harvard Business Review asked consumers what dimensions of customer service they would most like to see companies measure, the highest number (65%) said "knowledgeable employees." Consumers defined these desirable employees as being able to "answer my questions without putting me on hold, searching for someone, or transferring me."
62% said they value the customer service employee who "treats me like a valued customer" and 54% want a service person who "demonstrates desire to meet my needs." The lowest percentage, 31%, wanted "relevant/personalized service."
Any way you cut it, in order to thrive, organizations must create positive experiences for their customers with each and every interaction. These positive interactions drive the repeat business, cross-selling and up-selling of services, loyal customers, and referrals that maintain revenue growth and reduce costs of sales and service.
Customer service training should equip your service employees with targeted and effective customer service skills that allow you to truly "live your brand promise."
Learn more about:
Knowledge Management
Front Line Service Skills
Relationship Service Skills
Branding Service Skills
Customer Conflict Skills
Electronic Communication Skills
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
Top 10 Most Popular Downloads for 2011
On behalf of our 2,500+ experts around the world, thank you for the continued support that helped LSA grow 60% last year and acquire Changeworks Global to advance our strategy, culture, leadership, and change solutions.
We at LSA all join in wishing you every happiness this Holiday Season and prosperity in the New Year. We sincerely value our relationship and look forward to helping you "move the needle" in 2012. All the best to you and your family.
Top 10 Most Popular Downloads
About LSA Global
Founded in 1995, LSA Global is a global training, consulting, and outsourcing firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:N the last 12 months, over
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.Labels: Customer Loyalty, Employee Onboarding, Executive Coaching, Leadership Performance, Management Performance, Measurement
November 2011 (Part 1) - 10 Tips to Help Virtual and Global Teams Avoid Common Pitfalls
74%
If you are leading a virtual team, counting on a remote team for results, or participating as a member of a global team, we have good news and bad news.
The good news is that you are now in the majority. A recent survey conducted by Chief Learning Officer Magazine found that at least 74% of those surveyed work in a virtual team environment or manage a global cross-functional team.
The bad news is that these teams face more obstacles than "normal" teams. With virtual and global cross-functional teams now the norm and not the exception, you would think that people would be better at leading and participating in them. Not so.
Our clients tell us that when their teams are dispersed geographically, they continue to face six common challenges related to being remote:
1. Communication issues
2. Time zone obstacles
3. Travel budget restrictions
4. Subtle cultural differences
5. Isolated team members
6. Limited "face time"
In addition to the typical challenges faced by teams in the areas of goals, roles, interactions, and processes, virtual and global teams face additional pressures that must be addressed in order for the team to succeed.
For example: How do you ensure that these teams communicate effectively and efficiently? How can you create a "virtual water cooler" so that information and best practices impact all team members? How do you integrate cultural influences and differing perspectives in a way that makes sense?
Based upon working with hundreds of virtual and remote teams, here are 10 simple tips to ensure that your virtual and global teams are on track and avoid the pitfalls that inhibited the success of those that have gone before you.
Get the 10 virtual and global team tips for success...
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
November 2011 (Part 2) - Global, Remote & Virtual Teams - What Works
No longer just "nice to have."
With most companies placing increasing dependence upon virtual and global teams to execute their strategies, it is imperative that leaders and managers have the critical skills required to work effectively with diverse colleagues, teams, and clients around the world.
To be successful with global teams, managers must learn how to gain top performance with remote team members of different cultures. This includes gaining insight to culture's effect on planning, taking initiative, teamwork and change.
To get results from remote and virtual teams, managers must be able to communicate critical information clearly, use new technology to improve efficiency, avoid typical pitfalls of remote teams, build trust on the telephone, handle global challenges, avoid cultural misunderstandings and accomplish time-driven goals at a distance.
If you would like to learn what our repeat clients like Cisco, IBM, HP, SAP, Apple, Pfizer, Novartis, GlaxoSmithKline, Accenture, Novartis, Charles Schwab, Synopsys, Network Appliance, LexisNexis, Hewitt Associates, Oracle, Seagate, Juniper Networks, Hitachi, Farmers Insurance, and Wipro do to succeed with their widely dispersed and diverse teams, then these solutions are for you.
Learn more about:
Virtual, Remote and Cross-Cultural Teams
Partnering with India, China, Korea, the Philippines, India, Israel and Latin America
International Business and Cultural Skills: What Works
About LSA Global
Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
October 2011 (Part 1) - The Top 5 Things That Training Companies Do NOT Want You to Know
Who is looking out for you?
Training companies, like all other for-profit businesses, are usually trying to make money.
In doing so, many also try to help their clients succeed.
Something interesting happens, however, when there is a conflict between making money and helping clients succeed. Not all firms handle this dilemma equally. Their approach greatly impacts the value that they can provide to you, your boss, and your business.
Having worked with hundreds of training companies over the last 15+ years, we have learned some very surprising facts about how training companies are run and what they are truly trying to achieve.
Our experience has taught us that most training company recommendations and advice should be taken with a grain of salt. When it comes to training, Dilbert cartoons seem to be on target more often than they are not.
Read about the Top 5 things that training companies do NOT want you to know...
About LSA Global Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
October 2011 (Part 2) - Budget Time: 3 Steps to Building a Smarter Training Budget
Faster and More Frequent
The stock market used to make big news by moving 50 points in a session. These days it seems like 200+ point swings are occurring with more regularity.
This volatility is causing havoc with many of our clients who feel uncertain about the "right" way to invest in their company's future. For example:
• Companies have jobs to fill, but they are having trouble finding the "right people."
• Leaders have initiatives to start, but worry about the "right approach."
• Salesforces have opportunities, but buyers are waiting until the "right time."
Steve Jobs said that "perfect is the enemy of good enough." Our most successful clients know that you need to consistently take steps to get better - not necessarily perfect.
To keep up with the pace of today's change (seems as though this is said every decade), action is required to put yourself in a position to be in the game and learn from any mistakes faster than your competition.
The same can be said of budgeting. If you are like most of our clients, your training budgets will receive more scrutiny this year.
Perfect (in terms of giving your employees everything that they want) is probably not an option. But you need to do something. How do you get it "right?"
Learn more about the 3 Steps to Building a Smarter Training Budget - One that Gets Approved by Executives...
About LSA Global Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
September 2011 (Part 1) - Performance Pressure: How Much Should a Leader Push Their People to Succeed?
Are you striking the right balance?
As leaders, we are expected to create the environment that produces the most from the people within our organizations.
If we (or our culture) push too much or too little, we may not meet our goals. How do we strike the right balance?
Like the Story of Goldilocks and the Three Bears, some performance pressure is too much, some is too little, and some is "just right."
Based upon 16+ years of high performance research with elite institutions such as Harvard, the U.S. Special Forces, Cisco, Accenture, MIT, NASA, Juilliard, and the Olympic Games, we know that performance pressure is a necessary component to building high performance environments.
We also know, however, that performance pressure must be carefully monitored and balanced by other factors. If you create too much or too little performance pressure it will not matter if you have the "right people."
Read more about the 3 performance pressure indicators that every leader should know...
About LSA Global Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
September 2011 (Part 2) - Leadership: Creating a High Performance Environment
70.
That is the number of "moves" available to a leader at any given time that can significantly impact the performance of their team.
With so many options, it is not surprising that some leaders succeed while others fail?
Based on over 16 years of high performance research with elite institutions such as Harvard, the U.S. Special Forces, Cisco, Accenture, MIT, NASA, and Juilliard, we have identified a process to help leaders to identify the top two leadership actions that will have the greatest impact on performance.
Successful leaders know how to create a performance environment by effectively navigating:
- Directional Components: strategy, achievement, and failure
- Status Components: company, team, and individual performance exposure levels
- Motivational Components: rewards, consequences, and engagement.
Our quarterly performance poll showed that a startling 85% of leaders have not identified the two most critical moves to impact their performance environment. Are your leaders doing what it takes to create a high performance environment?
About LSA Global Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
August 2011 (Part 1) Influencer = Catalyst: A Critical Organizational Role
What does it take to influence change?
Can this leadership skill be learned?
Most influential leaders share three key characteristics:
- A Compelling Point of View
- Authenticity
- Catalytic Mindset
Influencers in organizations play critical roles - especially in today's highly collaborative and matrix-oriented environments.
Compelling Points of View, for example, are built on ideas, values, and emotional energy that convince others. Noel Tiche, noted American management consultant, says, "The essence of leading is not commanding, but teaching. It is opening people's eyes and minds. It is teaching them new ways to see the world and pointing them to new goals. It is giving them the motivation and discipline to achieve those goals." A compelling point of view allows leaders to evoke interest, attention, or admiration in a powerfully irresistible way.
About LSA Global Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
August 2011 (Part 2) Influence: How to Build Relationships and Get Results
"I want to be a hypnotist when I grow up so that others do what I want."
A classic quote from our friend's 5 year old.
While as a father and a CEO, I wish that I had the same hypnotic powers, we need to rely on influence and political savvy skills to get stuff done.
The dictionary defines influence as:
"the action or process of producing effects on the actions, behavior, opinions, etc., of another or others."
Today's organizations run on influence. Influence enables you to build the relationships you need to get the results that you want inside or outside the formal power structure.
Formal power structures are quickly changing or even disappearing, being replaced by newer, "flatter" and more flexible systems of governance. Matrixed environments create multiple reporting structures with often fuzzy political, power, and managerial boundaries.
Regardless of your positional power, you need to be skillful and flexible in the way you influence others.
Learn more about improving your influence skills...
Learn about improving your political savvy skills...
About LSA Global Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
July 2011 (Part 1) Sales Compensation, Design, and Planning Best Practices
Is your sales compensation plan getting you the results that you need?
Years ago a Fortune 1000 Technology client decided to award the President's parking spot to the top sales rep each month to motivate performance. Parking was a real hassle for employees (#1 on a recent employee satisfaction survey). The sales compensation team was excited about the low cost of the reward compared to the anticipated revenue and employee satisfaction jump.
Guess what? The President's spot was as far away from the sales team's office as possible. It became a running joke instead of an incentive. Not surprisingly in hindsight, the parking spot did not drive additional revenue or engagement. When it comes to sales compensation, experts know that effectiveness does not come easy.
"Messing" with people's paychecks is a big deal. Unintended consequences are common with poorly designed and implemented sales plans.
While most sales compensation plans have good intentions, we have seen more sales teams rebel against new plans that would actually pay them more money than we can remember.
Additionally, sales leaders looking to increase revenue face an increasing challenge in recruiting and retaining qualified sales people. While the unemployment rate may be high, finding top sales talent continues to be a struggle for many.
Total sales compensation programs that reflect the strategic goals of the employer and the varying needs of its sales force are an integral part of hitting sales targets.
Learn more about sales compensation, design, and planning...
About LSA Global Founded in 1995, LSA Global is a global training and consulting firm that focuses on achieving measurable business results with a select group of clients. Since our inception, LSA Global has successfully partnered with over 500 clients to deliver over 10,000 learning solutions. Our proven approach is backed by 45 client case studies, 143 research papers, 108 client testimonials, and 600+ assessment and measurement projects. Over 85% of our business comes from repeat clients and our customer satisfaction rating is 97.5%. Our clients tell us that we are different. Our clients tell us that we save them both time and money. Our clients tell us that they appreciate access to experts across many areas.Our solutions focus on full implementation in the areas of:
We believe our clients' success in the marketplace is realized through increased revenue, decreased costs, and higher productivity.With a strong belief that training "by itself" will not drive tangible behavior change or business results, we appreciate your support and look forward to your feedback and comments.
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