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Whether your tired, stuck, disappointed, worried, frustrated, or even just looking for new ideas on how to improve yourself and your business performance, LSCi can help.  


Build and Manage Your Own Performance Improvement Program

LSCi will help you build and manage your own performance improvement program — leaving you fully in control, while you also learn new, simple, and profound ways to resolve all Change Resistance and build a truly willing workforce that respects and even admires the required changes.

LSCi's Holistic Approach

In all our work, a major aim is to provide new ideas and understandings as well as direct follow-on support that enables you to develop, to lead, and to remain in control of your own business and performance improvement program. In simplest terms, we act as advisor and aide. Your adoption of our ideas is respectfully left to you since we know that the responsibility for long-term success is yours and always will be. To meet your responsibility means you need control.  Hence, everything we do is well tuned to this reality. 

The RESPONSIBILITY for long-term success is yours and always will be.

Our program framework takes a holistic and human-centric approach to the implementation of any change, any performance improvement program. We've integrated the life works of great business management contributors such as W. Edwards Deming, considered the father of Continuous Improvement and the System of Profound Knowledge, Jim Collins, business consultant and author of best sellers Built to Last and Good to Great, as well as other well known contributors. Additionally, we provide you a new, deeper, richer, and more pragmatic understanding of these great contributions using an ESP-like behavioural model of human psychology based on the concepts of Universal Basic Needs.

Finding and developing new, more useful, and more efficient ways to do what you do, new business solutions that can improve your business and even accelerate your growth is always a challenge. Yet, sadly, experiences abound that demonstrate that this difficulty is often dwarfed by the bigger challenge of getting your workforce to accept, and most importantly, to competently implement your new solutions.

Just google the subject of Change Management, or Change Resistance and you're likely to find how broad and deep this issue is. Many examples exist that demonstrate how tough, complex, and risky the challenges are. Further, a high percentage of these indicate that Change Resistance left unresolved can significantly if not totally undermine the desired improvements and benefits.

Let go of 'Overcoming Workers Objections'

In contrast, our perception of most Change Management approaches is that their core concepts, likely just unconscious to its practitioners, are founded on the intention of overcoming 'worker's objections' in a manner that is not unlike sales techniques of 'Overcoming Sales Objections' - which although passé, are still prevalent in our world. Attempting to overcome anyone's anything is the hint that people are still considered objects that we can control.  From our learnings and experience with Universal Basic Needs, we now know with certainty that this can never be true.

All people have a basic need for independence, for autonomy, to control their lives. So any attempt to overcome, to control, will most likely interfere with this basic need and will probably generate resistance - a recipe for disaster.

Developing awareness of and then fully considering at each and every step of the process how one might contribute to the fulfillment of all basic needs, of all persons affected by any change, during the entire performance improvement program is the new success formula. Essentially, its as simple as just treating everyone as full equals. Some may even notice and be reassured by the realization that this is really just a corollary to the Golden Rule

Program Framework

Team Based Development - Your Team

Want to minimize the Change Resistance and hence maximize the likelihood of success as well as the size of the success? The evidence is pretty conclusive that 'appropriate' solutions and plans developed by the client's own improvement team are more likely to achieve the desired goals. Simply put, this approach is often perceived as more inclusive of all persons in your workforce that are directly affected. Being more inclusive, another basic need we all share, your workforce is then more likely to support proposed changes and to do it more willingly.

Multi-Phased & Gated

All LSCi programs follow the same general framework. It starts by breaking the work of fulfilling your company's needs into a logical set of phases. Each phase is purposely designed to include a cohesive set of activities that when accomplished will yield one or a few complete solutions - ideally solutions that are independent of all remaining phases of work. Each such solution can then be put immediately into operation. The benefits being that new revenues, cost savings, and bottom-line increases can be more quickly realized.

Additionally, a phased approach to the design of the program permits additional flexibility. For example, its always likely that on occasion some other operational aspect of the business will experience excessive demand for resources. Maybe its a big sales order with a challenging schedule, or just an important year-end inventory issue.  In such cases, it may be sufficient to delay the start of any new phase, reassign personnel to help meet the immediate operational excess demand until met, then re-starting the next phase of the business improvement program. Thus, the phased approach more easily, and at lower cost, supports the reassignment of corporate focus to meet any urgent and important issue.










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Setting The BaseLine

The 1st (zero-ith) phase, (PH0) - BaseLine Program Development, focuses on customizing your program to best meet all your business needs.  Additionally, our approach fundamentally includes a continuous watch and awareness building of additional needs that may occasionally arises at any time during the entire course of the program. Whenever found appropriate, we then encourage the inclusion, reconsideration, and revision of the process and plans based on such new needs.  In simple terms, another major objective is to remain flexible at all times. We have repeatedly experienced the fact that "Yesterday's Plan is yesterday's plan".

The Middle 'Work' Parts

The middle 'work' phases, (PH1 .. PHn) - Your Change Program - Part 'x', each are intended to implement one or a few major solutions (i.e. systems).  

The base outline for each phase is a PLAN-DO-CHECK approach - a typical quality management protocol. Each phase begins with a brief needs analysis, review, and/ or update, that we use to help you adapt the program to your organizations uniqueness. In reality, we don't offer anything standard. We aspire to be better than that. We've learned and hold dear that every organization is as unique as the people that operate and manage it.  So, putting anyone through some standard mill is just not our way.

Needs analysis/ review is followed by presentation of new understandings, aka trainings - either in groups or individually, depending on the nature of the current needs and planned solutions.  New understandings provided generally cover subjects such as:

General List of New Understandings
  • Leadership & Business Management
  • Change Management
  • People & Self Management
  • Systems Theory, Engineering
  • Control Theory
  • Optimization Heuristics
  • Accounting & Accountability
  • Marketing & Sales Systems
  • Stage-Gate Product Development
  • Assurance Systems (Compliance, Product Quality)
  • Quality Loss Function
  • CMM, Capability Maturity Model
  • Good-to-Great Framework
  • Built-to-Last Framework
  • Sorry I Broke your Company
  • Management Tools
  • Universal Basic Needs
  • Triple-Win Communications


All trainings are presented in a very interactive way where the application of all learnings is intentionally focused on your own business. The intention is to generate all your new solutions, your systems and processes, as well as all implementation plans in a incremental 'learn & develop as you go' way.

A strong FRACAS (Fulfillment Review and Corrective Action System) system for managing the occasional problem issues, as well as the implementation of regular reporting, assessments, and inclusive communications is also a necessary component of improvement success. In essence, all Change Resistance is turned into a much simpler set of requests - requests for unfulfilled needs.  Experience strongly assures us that a strong and direct focus on needs makes it much easier to understand, appreciate, and satisfy any request.

The final CHECK part of each phase is both a strong Go-NoGo gate for determining comprehensive and effective completion of all current change activities, and is also a review and revise activity for the next follow-on phase.  Its important to capitalize on program learnings (improvements for your improvement program) as quickly as possible by using them immediately towards improving plans for upcoming activities.

Post-Implementation Review

This final phase is a check on the success of the whole program, as well as another opportunity for setting up measures for further continuous improvement. Additionally, we aim to review and revise your Business Improvement Program and generate a custom framework for you for future change needs.  

LSCi's Involvement - Very Flexible

While LSCi offers to be involved in any and all aspects of your change program, its definitely not necessary. We offer full Womb-to-Tomb program management as well as ad hoc advisory services. We foresee heavier involvement in the Baseline Program Development, PH0. Yet even within this we expect our New Understandings efforts (i.e. training) will give you the tools you need to determine the most important solutions and related change program plans. But we'll be there to provide advice and guidance when desired. LSCi can take your plans, from whatever level you wish to detail them, and then flush out the details and provide detailed professional documentation of the entire program.

During Phases 1 thru N, the 'Doings' part of your program, we envision most involvement during the start and end of each phase, as well as during Periodic Progress Assessments. It may also include reporting and communications functions. Implementation can often be done by your preferred service providers, and even often by you own work force - all dependent on the nature of each task. In terms of implementation of new technologies, LSCi also has lots of IT and Communications Systems skills to provide.

Its ALL your call.

During the final Post Implementation Review Phase, LSCi can provide additional insights based on our involvement as well as continuous feedback from all participants. Our final aim is to ensure you and your organization have acquired advanced understandings and skills that will enable everyone to more fully and effectively contribute to your new and improved business.


For more information, Please

Contact Us.