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LSA Global Releases Research on Employee Engagement - Ten Actions You Can Take to Mobilize Your Workforce around Your Business Strategy
Santa Clara, CA, April 20, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced the release of research on one of the most pressing issues facing companies today—ensuring that employees are fully engaged in their organization’s critical business priorities."Employee engagement was once primarily considered an HR concern. But those in the executive office have learned, some painfully, that a lack of engagement not only impacts employee performance, but the company’s bottom line as well,” states Russ Silva, Head of the Leadership Practice for LSA Global. “Increasing an organization’s employee engagement is not just a ‘nice to have;’ it is a critical factor in a company’s financial performance.”However, engagement alone is not the answer. According to Silva, “Imagine an employee who is involved in a project. You may believe the individual is highly engaged because he works long hours by choice and fully enjoys his work. This is desirable, right? Not if the project he’s devoted to lacks relevance to the current business imperatives or the organization’s longer term strategy. Employees need to be engaged in work that is aligned with business priorities. You need to foster what has been called “aligned engagement.” So Action #1 is to focus not on “aimless,” but on “aligned” engagement efforts.Some factors that have been shown to make a significant difference in an employee’s level of engagement include accountability, ownership, and execution success. As Silva says, “The more an employee has a sense of accountability for his performance, the more he feels ownership for his work, and the greater the connection and pride in a successful project execution.” This concept forms the basis of the next 3 action steps: Action #2 - Manage Accountability; Action #3 - Focus on Ownership; and Action #4 - Become Obsessed with Execution.Other factors that are fundamental to employee engagement are change readiness and a sense of purpose. With change a constant in today’s corporate environment, having a workforce that can accept and adapt to change is a significant company advantage. “If you have an employee who is ready to accept and adapt to change, he is much more likely to contribute to the change efforts and maintain a high level of performance,” says Silva. “As well, having a sense of purpose at work, whether generated by the company’s mission, an individual’s relationships with coworkers, a person’s impact on the organization, or the work one does, will more tightly bind an employee with the company and heighten engagement.”Silva concludes, “To be successful, in the midst of the current economy where few employees are safe from a pink slip and high levels of focused performance are not just important but critical to the existence of many companies, serious consideration must be given to efforts needed to understand and increase your workforces’ level of engagement in your key business priorities.”For more details on any of this research, the rest of the Action Steps you can take to improve engagement, or to discuss how building employee engagement will strengthen the critical business initiatives in your own organization, please contact us at(http://www.lsaglobal.com/about/contact.asp) or call us at 1-800-889-6452.About LSA GlobalSince 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces Action Learning Leadership Performance – Case Study Results
Santa Clara, CA, March 23, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced results from a recent client case study."Leading and forward-thinking companies are still investing in their people,” states Russ Silva, Head of the Leadership Practice for LSA Global. “More and more, the investments are taking the form of action-based leadership training initiatives to help drive the top and bottom lines.”Though leadership as a discipline is abstract, expectations of leaders are crystal clear. We expect leaders to make decisions with an enterprise perspective—decisions that add value to the bottom line and inspire employees to achieve a congruent organizational design and vision.“This recent case study with a leading financial services institution reaffirms our belief that training and business results can, and should, go hand-in-hand.” According to Silva, “These kinds of results should be the norm, not the exception.”Background
This industry leader in the real estate investment market decided to capitalize on slow economic times by developing their existing and future leaders while simultaneously improving their business operations.Goal
The goal of the program was to develop the next generation of leaders that would significantly grow the company and maintain the philosophy and culture created by the original founders. Specific objectives were to: - Identify key opportunities that would impact the company’s bottom line
- Execute strategies that would create a distinct competitive advantage
- Initiate and lead change effectively within the organization
Challenge
The Leadership Development Program needed to explicitly address the following challenges: - Effectively utilize the collective company and industry knowledge of senior executives in different functional roles
- Provide a learning experience that was relevant to participants’ day jobs and future roles within the company
- Remain at all times practical and applicable to the overall corporate strategy so that results from the team initiatives were clearly visible to and appreciated by senior executives
- Generate bottom line financial benefits in terms of increased revenue and decreased costs far exceeding the overall costs of the program
Approach
An action learning format provided the foundation of the program. Participants worked in cross-functional teams, with a goal of providing a significant contribution to the company’s bottom line or competitive position. Teams progressed through the phases of a major project while they received just-in-time training, coaching, mentoring, and the tools necessary to succeed. The teams of three went through the following steps over a six month time period: - Identified opportunities to either drive new revenue or decrease operational costs
- Selected one high potential opportunity and created a business case to present to senior executives for implementation approval
- Led the project planning, implementation, engaging and influencing most areas of the company
- Measured the results of their efforts
During the course of the project, each team was supported by an executive coach who provided significant knowledge to the team about their project focus, company politics, and how to keep on track. Each team also had an executive sponsor—the CEO, the President, or the Chief Risk Officer, each meeting with their assigned team on a regular basis to provide strategic decision making training and guidance.Results
The Leadership Development Program produced significant results across three dimensions: business results, leadership maturation, and organizational learning.
1. Business Results - Approximately $3 million realized in year 1 bottom line impact
- $10 million plus expected in bottom line impact in year 2
- Development of new critical processes
- Validation of several key current processes
- Identification of new high potential market opportunities
- Recognition of several very high potential new leaders in the company
2. Leadership Maturation
The most profound and meaningful learning for the participants was their own reflections based on their experiences at each stage of their project. While they learned about theories, methods and tools that could help them, their biggest “Ah Ha’s” came from breakthroughs in their own thinking, or from the consequences of their actions, as evidenced by the comments below. Participants identified the following key areas of learning: - “Seeing opportunities”; not overlooking ideas because they seemed too simple
- Presenting to senior management – being brief and knowing when to stop “selling”
- Pre-selling your ideas before ‘official’ meetings within the organization
- Doing enough due-diligence to trust the data you receive
- Optimizing an internal process can generate revenue as much as cutting costs
- Big picture ideas are great, but smaller, more manageable projects often have greater “yield”
- Acting quickly to vet great ideas
- Not relying on outside partners to determine your revenue
- Asking lots of questions in the beginning and organizing accordingly
- Being flexible with your ideas/visions and being adaptable to a fast changing environment
- Making sure everyone has a clear understanding and agreement on the objectives/deliverables, etc
- Not being afraid to step up and lead, particularly in the absence of leadership. Being confident
- Knowing that it is incredibly valuable to work inter departmentally
- It is not enough just to have good ideas. You need to be able to convince other people that your ideas are good in order for your good ideas to gain traction
- Absent accountability, opportunities (or $$) can fall through the cracks
3. Organizational Learning
The breadth of the opportunities addressed in this program required involvement from nearly the entire company and expanded the cross-functional learning and discovery process to all employees who were involved. As participants learned what they could achieve by acting as leaders, so did all who were tangentially involved in the projects.Action Learning Results
Finally, the following participant quotes attest to the success of the action learning format in developing new leaders: - “Good microcosm of the issues and opportunities that happen every day at our company.”
- “The team learned how to manage working in an unstructured environment, dealing with time pressures, and working with different personalities.”
- “Typically skills development is done through formal training in a seminar with a lecture, simulations, and/or role playing for a few hours, making it easy to go back to your day-to-day routine and old habits. The leadership project was an opportunity to develop long lasting skills over a six-month period working on a real world problem with actual financial benefits to the company.”
- This crash-course in navigating the roads to successful leadership at our company provided hands-on experience that will serve me well in my career.”
To learn more about LSA Global's Leaders in Action Learning Program, please visit http://www.lsaglobal.com/learning-solutions/onsite/Bottom-Line-Learning-Leaders-In-Action.aspAbout LSA GlobalSince 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces New Employee Engagement Program – Igniting Accountability, Commitment, and Change-Readiness in the Workplace
Santa Clara, CA, March 20, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced the offering of a new program to help companies assess and improve employee engagement levels.Leading companies are definitely waking up to the fact that disengagement is severely hampering their ability to reach their targets,” states Russ Silva, Head of the Leadership Practice for LSA Global. “Our research-based Leading for Employee Engagement Program shows leaders how to create an environment in which employees are engaged in spite of the challenging times.”Recent studies show that, across much of corporate America, 70% of the workforce is complacent or actively disengaged. This lack of engagement costs dearly. In fact, employee disengagement is responsible for the loss to US businesses of over $270 billion dollars a year. According to Silva, “Current employee engagement research points to the erosion of employee engagement as the single greatest business challenge that organizations face today. What organization can afford a loss in our current struggling economy…especially when there are steps you can take to turn the situation around?”It’s easy to believe that your employees are engaged when they work long hours, you have low turnover, and the job market is in shambles. But Silva warns that you should not be deceived. “People often put in long hours begrudgingly and your top, but perhaps disengaged, performers are at risk of leaving because they are always in demand. You need your employees' full effort to reach your targets.”“Based upon over 20 years of research and data gathered from over 20,000 managers and 60,000 employees across multiple industries, we have identified the core areas that drive successful employee engagement.” LSA Global’s Leading for Employee Engagement Program is designed around those core areas. The program provides managers with proven tools and strategies to enable them to mobilize their employees’ energy and commitment to be engaged and aligned with a company’s business strategy, mission critical priorities, and improvement initiatives.“The two-day Leading for Employee Engagement Workshop is specifically tailored to your organization and business strategy. During the interactive two days, intact work groups tackle real business challenges, and managers obtain a series of powerful engagement tools,” says Silva. The course has as its cornerstone the ACE TM model: Accountability, Change-Readiness, Engaging Purpose. For more information, please visit the course description on our web site using this link (http://www.lsaglobal.com/learning-solutions/onsite/Leading-for-Employee-Engagement.asp) or call us at 1-800-889-6452.About LSA GlobalSince 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces Presentation to the Silicon Valley Employer’s Forum on March 4, 2009
Santa Clara, CA, March 18, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, was invited to deliver a business presentation on the subject of Working with India to the prestigious Silicon Valley Employer’s Forum (SVEF) on March 4, 2009.The Forum’s members include such Silicon Valley leaders as Adobe Systems, Agilent Technologies, Apple Computer, Applied Materials, Autodesk, Cadence Design Systems, Cisco Systems, eBay, Electronic Arts, Google, Intuit, Hewlett-Packard, KLA Tencor, LSI Logic, Microsoft, Seagate, Sun Microsystems, Symantec, Synopsys, VMWare, and Yahoo. A coalition of 28 high technology employers with a presence in California's Silicon Valley, SVEF has as its mission the building of collective intelligence regarding corporate employee benefits. They meet monthly to address common issues and share best practices and solutions. This month Intuit was the host at the Yahoo facility in Santa Clara."As difficult as it can be to design a benefit package that appeals across the board to employees in the valley, imagine how challenging it is to create a package of benefits that is welcomed and valued in different cultures overseas,” states Sheila Ingraham-Russell, Head of the Management Practice for LSA Global. “Recognizing our depth of experience doing business abroad, our understanding of the challenges, and our successful record of avoiding the pitfalls that get so many companies into trouble overseas, Intuit approached us to provide a keynote on doing business in India. They wanted us to focus on what the Indian culture would most value as benefits for employees in various categories: male/female, new/experienced, young/old.”In addition to specific suggestions for benefits, there were lively discussions about how different communication skills and styles can foster misunderstandings, examples of business conversations that went awry because of words that were ill-chosen, and suggestions of more effective ways to effectively influence and communicate with Indian colleagues. Judging from the enthusiastic applause at the conclusion of the 75-minute address, the session was very well received. Unsolicited comments from participants included: “I learned so much.” “I look forward to my next call to India and to using what I’ve picked up about flexing to the Indian style of communicating.” “I have a much better understanding now of why the projects we work on together hit so many snags.” “I have a list of low-cost benefits I can propose with confidence that they fit the culture and values of our Indian employees.” “LSA Global has shown itself to be truly global in its understanding of different cultures, especially in working with India and what we can offer our teams there.”For more information on keynotes, training programs, and consulting on cross-cultural issues in India and throughout the business world, you can contact the experts at LSA Global at 1-800-889-6452 or visit the LSA Global website at www.LSAGlobal.com to learn more about the company and their offerings.About LSA GlobalSince 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces New Employee Engagement Best Practices Health Check - Are You Doing What it Takes?
Santa Clara, CA, March 15, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced the offering of a new Complimentary Health Check to help companies assess employee engagement levels.“At a time when many companies are struggling to succeed with the ‘people left behind,’ this complimentary Engagement Health Check is an easy tool to help assess if you are appropriately engaging your people to hit critical targets, increase discretionary effort to drive productivity, and to retain key talent,” according to Russ Silva, Head of the Leadership Practice for LSA Global. "Leading companies are definitely waking up to the fact that disengagement is severely hampering their ability to reach their targets.”Can you afford to have nearly 70% of your workforce complacent or actively disengaged? Unfortunately, recent studies show that this is the case across much of corporate America. Another startling statistic: engaged workers are over 40% more productive and effective than their unengaged counterparts.According to Silva, “The good news is that the grim data on the lack of engagement may shine a light on an opportunity for you and your organization to increase discretionary effort and productivity, retain your key positions, and come out of this economic storm stronger than you were before.”“While Employee Engagement has garnered considerable interest in the last few years, we believe that most companies have not scratched the surface of the impact that Employee Engagement efforts can have on a company's bottom line.”Do you know if you are doing what it takes to effectively engage your employees?Based upon over 20 years of research and data gathered from over 20,000 managers and 60,000 employees across multiple industries, we have identified the core areas that drive successful employee engagement.How does your organization compare? Taking 10 minutes to complete this confidential and complimentary Employee Engagement Health Check could be the first step toward increasing productivity, retention, and profitability for you and your company.About LSA GlobalSince 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces New Management Best Practices Health Check- How Do Your Managers Stack Up?
Santa Clara, CA, March 5, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced the offering of a new complimentary Management Health Check to help companies assess the effectiveness of their managers.“At a time when we are asking managers and employees to do more with less, this complimentary health check is an easy tool to help assess if your managers are driving higher productivity, retaining and developing top talent, and increasing profitability,” according to Sheila Ingraham-Russell, Head of the Management Training Practice for LSA Global. "While many companies are scrambling to cut costs and make it through the next quarter, leading organizations are making sure that their front-line managers have what it takes to succeed.”Can you afford to have nearly 53% of your newly promoted managers fail within the first 18 months? According to Fortune Magazine that is what is happening today in corporate America. Another startling statistic from a recent Gallup survey: poorly managed employees are an average 50% less productive and their companies 44% less profitable than well-managed ones.At a time when many companies are struggling to succeed, those statistics are unacceptable to us. The good news is that the grim data may be shining a light on an opportunity for you and your organization.Does your organization effectively ensure that your managers have the tools, skills and knowledge to do their jobs in today's economy?According to Ingraham-Russell, “If not, you have a wonderful opportunity to reduce costs, increase productivity, and come out of this economic storm stronger than you were before. And, though it certainly would be easy to stick with status quo or simply provide generic management eLearning, our research tells us that it will not truly change behavior or results.”Based upon over 20 years of research and data gathered from over 20,000 managers and 60,000 employees across multiple industries, we have identified the core attributes that make up an effective and successful manager. How do your managers stack up? Taking 10 minutes to complete this confidential and complimentary Management Health Check will give you a snapshot of how your organization compares to best practices and could be the first step toward increasing productivity and profitability for you and your company. About LSA Global Since 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces New AB 1825 Health Check - California Harassment Compliance
Santa Clara, CA, March 5, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced the offering of a new complimentary AB 1825 Health Check to help California companies assess and mitigate legal exposure.“At a time when we could all use some help weathering the economic storm, this complimentary health check is a simple and easy tool for clients who want to effectively and efficiently ensure corporate compliance and mitigate risk in 2009,” according to Sheila Ingraham-Russell, Head of the Management Practice for LSA Global. "For companies in California with more than 50 employees, this is a great resource to quickly assess your liability and determine what steps you should take to maintain a harassment-free work environment."In 2008, a harassment case resulted in an $18 million verdict against a large California company. Do you know if your Company is at legal risk? It is a fact that when the economy hits a downturn, employee lawsuits increase substantially (as much as 20% per the EEOC). For companies in California with more than 50 employees, 2009 is a compliance-training year. Why? In 2005, California's AB1825 became law.This law requires all managers/supervisors to take a two-hour training program every two years to prevent illegal sexual harassment, discrimination and retaliation. It also requires all new managers/supervisors to take this same training within six months of their hire or promotion date. (CALIFORNIA GOVERNMENT CODE SECTION 12940-12951)Who knows? Taking 5 minutes to complete this confidential and complimentary AB1825 Compliance Health Check could save you $18 million.About LSA Global Since 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces Q2 Client Metrics
Santa Clara, CA, January 23, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced updated training measurement metrics for the second quarter."We are fiercely devoted to quality results and proud that over 85% of our business comes from repeat business with satisfied clients,” states Tristam Brown, president & CEO of LSA Global. “Our intense focus on measuring and quantifying the impact and transfer of training and development continues to pay off.”With over 600 training assessment and measurement projects under our belts, the results continue to support our core belief in the importance of the transfer of training in driving tangible business results. For the second quarter, our key client satisfaction and transfer of training measurement metrics continue to greatly exceed industry averages:- 97% client satisfaction
- 98% solution recommendation
- 98.2% facilitator/consultant recommendation
- 93% relevance index
- 148% knowledge gain
Training measurement is critical to producing solid business results, driving accountability for project execution, and providing feedback for coaching. While many companies philosophically believe in investing in people through skill building, many practitioners are still content to allow the results to “take care of themselves.” In our opinion, the probability of this approach having a tangible business impact is slim.According to Brown, “A learning investment must be managed appropriately if you expect a tangible business benefit.” Without managing the learning process to ensure that training translates into performance management results, there may be little or no benefit for either the individual or the company.About LSA GlobalSince 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces the hiring of Sales Performance Expert - Anne Ivey Slough
Santa Clara, CA, January 5, 2009 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced the hiring of Anne Ivey Slough as Senior Account Consultant. Ms. Slough will be responsible for sales of LSA's assessment, sales training, measurement, and consulting services. Ms. Slough will be headquartered in Raleigh, NC and will focus on the Sales Practice area, with special emphasis on Call Centers and the Financial Markets."Ms. Slough is a perfect addition to our team with her proven track record of success in helping clients solve key problems and successfully achieve their goals," according to Gary Owens, Vice President of the Sales Practice for LSA Global. "Anne brings over 10 years of sales and sales management experience in the performance improvement industry. Her expertise in both sales and business consulting will be a great benefit to our customers."Prior to joining LSA Global, Ms. Slough held key consulting and business development roles where she partnered with organizations to improve the performance of their workforce and their business by focusing on all aspects of an organization's Talent Management strategy. She has a rich history of directing senior level executives in the development of their corporate strategies and performance improvement initiatives. As well, she has an extensive background in developing business plans, diagnosing operational gaps, and implementing results-oriented sales culture initiatives with organizations of all sizes.Ms. Slough has demonstrated both a breadth and a depth of experience in establishing and growing high- performing teams. From selecting learning and performance technologies for clients to establishing recruiting and selection procedures, goal setting processes, feedback systems, and executive coaching models, she has a broad understanding of the complexities facing organizations today. She has worked extensively in the financial services industry with banks, insurance companies, brokerage and card services groups in the United States and abroad. Her career expertise spans the retail, manufacturing, telecommunications, utilities and pharmaceutical sectors as well. Ms. Slough received a Bachelor of Arts degree in English and Communications and a Master of Arts in English from East Carolina University, Greenville, North Carolina."I came to LSA Global to continue to work with results oriented clients in order to help them realize their business objectives. I view being a part of LSA Global as an opportunity to truly partner with clients in a way that is unlimited and finally allows me the ability to be completely focused on the client's needs through our access to best-in-class solutions," said Slough. "I am excited to be a part of a team with professionals of this caliber and look forward to continuing their tradition of excellence.""While other companies are cutting back, LSA is in the unique position of being able to invest in helping our clients during these challenging economic times," said Tris Brown, President & CEO of LSA Global. "We feel very fortunate to have someone with the combination of Anne's integrity and deep sales performance expertise. We can't wait to introduce Anne to our clients so that she can help them drive sustainable revenue as the economy ebbs and flows," said Brown.About LSA Global Since 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
LSA Global Announces the hiring of Sales Performance Expert - Gary Owens
Santa Clara, CA, July 14, 2008 - LSA Global, the premier one-stop global training and consulting firm that focuses on achieving measurable business results with a select group of clients, today announced the hiring of Gary Owens as Vice President, Sales Performance Practice. Mr. Owens will be responsible for leading LSA's Sales Assessment, Sales Training and Development, Sales Coaching, Sales Consulting, and Sales Training Measurement practice. In addition to adding value to our clients in these areas, he will also serve as a key member of our Executive Team charged with driving product, service, and solution innovation to help our customers succeed.Mr. Owens is a perfect addition to our team with his ability to help our clients achieve aggressive sales growth goals, shift from selling products to selling solutions, sell to executives, win "big deals," and drive more services revenue," according to Tris Brown, President and CEO of LSA Global. "Gary brings over twenty-five years of sales, sales management and sales leadership experience. His expertise in working with sales professionals, as well as directly with clients, will be a great benefit to our customers looking for true business results."Prior to joining LSA Global, Mr. Owens was the Manager of the Performance Development Partners for Acclivus, a premier provider of sales solutions since 1976. During the five years that Gary was in that role, revenues through the channel grew over 850%. Prior to that, Mr. Owens ran Financial Training Resources (FTR), a firm that specialized in providing sales, service, and leadership solutions to the financial services industry.Gary received a Bachelor of Arts degree in Psychology from DePaul University, Chicago, Illinois. He has attended and is certified in dozens of sales, service, management, and leadership programs from Wilson Learning, Miller Heiman, Blanchard, Covey, AchieveGlobal, FTR, Omega, and Acclivus, as well as executive leadership programs from the Center for Creative Leadership and the Times Mirror Leadership Institute."I came to LSA Global to continue to expand their Sales Performance Practice and to work with industry- leading clients to create significant competitive advantage through the development of their sales organizations," said Owens. "Beyond that, the idea of being able to deliver best-in-class solutions across a broad range of capabilities is very compelling. I'm excited to be joining a team of highly motivated, client- focused professionals who have a proven track record of helping their clients succeed.""We feel very fortunate to have someone with the combination of Gary's integrity and deep sales performance expertise. We can't wait to introduce Gary to our clients." said Brown.About LSA Global Since 1995, LSA has helped leading organizations create and maintain distinct competitive advantages through people. We are a training and consulting firm that is skeptical of the value of stand-alone training. For development to provide value, we believe that learning should be approached as a business change initiative--not as an event or employee benefit.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.We are fiercely devoted to the success of our clients and proud that over 85% of our business comes from repeat business with satisfied clients and that we have a 97%+ customer satisfaction rating.
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