SOS - Survival Skills for Managers in Tough Times

As you read this, 25-40% of your workforce does not trust their manager. This mistrust leads directly to a lack of engagement, decreased productivity, and increased attrition.
If you think that these tough economic times will keep your top talent engaged and employed, think again. Now is the time that you're "A" managers are worth their weight in gold. They know it. Your competition knows it. Are you doing anything to keep the good ones aboard?

In this turbulent economy, you need your managers to be able to do "more with less." To meet this challenge, managers must have the proper management skills, practices, systems, and structures to help them (and you) succeed. Done right, management development should tangibly reduce employee relations issues, drive productivity and engagement, increase revenue, enhance product quality, and improve retention.

Research shows that organizations that make training available in tough economic times fare better and realize higher profits than do organizations that offer little or no training. According to a study commissioned by the ASTD, organizations that invest in training realize 218% higher gross income per employee. Moreover, companies that make training a priority are estimated to grow at a rate three times faster than those without training.

Smart companies view a downturn in the economy as the perfect time to invest and build their management bench-strength. By 2010, we anticipate a mass exodus of baby boomers reaching retirement age and exiting the workforce-leaving companies with a key talent shortage. That's why proactive organizations continue to spend on developing their managers.

To reap the benefits however, management development must be done right. We define "right" as following a proven 6-step process to ensure that you create tangible business results for you, your managers, and your organization.

1. Identifying the desired results using a strategic link analysis, success metrics, and a business case blueprint.


2. Assessing the current situation by aligning leadership and employees, obtaining buy-in, pinpointing skill gaps, and setting baseline.


3. Designing the exact solution utilizing interviews, pilot workshops, customized case studies, predisposition letters, feedback systems, and individual development profiles.


4. Delivering targeted action learning and performance coaching modules supported by a simple Learning Management and Implementation System to handle internal marketing, registration, reporting, and follow-through.


5. Implementing coaching and following through with targeted job aids, customized mastery sessions, implementation focus groups, and individual skill implementation plans.


6. Measuring impact and results of skill adoption on key business metrics including revenue, margin, productivity, engagement, and retention.

About LSA Global
Founded in 1995, LSA Global is a leading performance consulting and training firm that helps high growth technology, services, and life-science companies create a competitive advantage by powerfully aligning their culture and talent with their strategy. Learn more about getting aligned

Key Training Outsourcing Questions to Ask

Admittedly, my head was in the sand.

About 10 years ago, my boss (the CEO) asked me if we should consider outsourcing some of our training function. The question caught me off guard. Was this a reflection on me and my team? Did other executives think that we couldn't handle it? After some research and sound advice, I learned that my initial reaction was pretty naïve.

I was running HR and Organizational Strategies for a soon-to-be 2,500 person global consulting firm. Along with the 100 other tasks on our plates, we were in the process of building world class sales, leadership, and performance management programs for our top talent.

Asking for outside help was far from our minds. We wanted to prove to some new members of the executive team that we "had what it takes." We felt that, if we used outside experts, we would not be as valued as if we were to design, deliver, and manage the training all by ourselves.

Fortunately for me (and for the company), some wiser and more experienced people pointed us in the right direction. We realized that a few key questions make all the difference.

Read up on these training outsourcing questions..



About LSA Global
Founded in 1995, LSA Global is a leading performance consulting and training firm that helps high growth technology, services, and life-science companies create a competitive advantage by powerfully aligning their culture and talent with their strategy. Learn more about getting aligned