Our Solutions

Our Unique Development Process

LMA has been creating exceptional results through people for four decades, and the principle key to our success, and the success of our participants and clients, is our Unique Development Process.

This process is a powerful, proven methodology that’s been enhancing the leadership skills, performance and productivity of over 115,000 people from thousands of organisations across Australia and New Zealand.

Unlike conventional training courses, our Unique Development Process brings about permanent and positive change in attitudes and behaviours that result in increased performance and productivity for the individual, and improved profitability for their organisation. We are able to achieve this through our three core Unique Development Process fundamentals:

We develop the ‘total person’ in all facets of their personal and professional life
Our step-by-step blended learning and development process incorporates best practice learning techniques and methodologies
Embedded into our process are nine key adult learning development principles.

Read on for a greater understanding of how we “create exceptional results through people“.

Our Unique Value Proposition
LMA's courses deliver four key benefits for participants and their organisations:
- Permanent change in attitudes and behaviours
  We don't train people - we develop them - and there's a massive difference. Information received through traditional training methods is quickly forgotten and without application back in the workplace, short training courses deliver knowledge without behavioural change. However, if you can actually change and improve the way people think, work, interact and live, their value to your organisation will continue to grow. LMA doesn't deliver a training process which just passes on knowledge. Our development process actually changes the way people act, behave and think. This is a key difference between training courses and our unique development process.
- Measurable results and outcomes
  Together with our clients, we agree on measurable results and outcomes against pre-determined goals and objectives for every participant. This gives clients a very high level of confidence in our programs. But it also recognises that all participants on our courses are different, with different cultural backgrounds, education backgrounds and work and life experiences. So our process includes 'gap resolution': comparing where your people are now against where you'd like them to be. We then work with you to bridge those gaps so you can achieve the desired results in learning and growth, performance outcomes and workplace deliverables.
- Identifiable return on investment
  Our process also includes identifying a specific return on investment for each participant based on the changes, outcomes and results they achieve. This enables you to quantify the benefits to your organisation of LMA courses.
- Consistent professional delivery throughout Australasia
  Utilising our extensive network of development experts, we provide our clients with consistent professional development throughout Australia and New Zealand. Every one of our highly trained facilitators uses the same core resources material and the same learning and development processes. So you're assured of consistent, comparable and very high quality people development, whether you need courses in a major capital city or a smaller regional centre. And our range of accredited development courses are mapped to national competencies in both countries. Now read about our unique development process, and why it is so successful.
Our Unique Development Process
LMA's unique blended learning and development process incorporates best practice learning techniques and methodologies. It integrates state-of-the-art Australasian resource material with leading edge concepts from our Leadership Management International partners in more than 60 countries. This means your organisation benefits from the latest materials, learning concepts and delivery methods that the international training and development world can offer. It's a very well proven system for success.
- A step-by-step process
  LMA's unique development process is extremely thorough and meticulously structured to deliver maximum benefits to both participants and their organisations. Here's how it works:
  Embedded into this process are unique development principles which ensure the success of our courses. Read about these nine principles below.
Our Unique Development Principles
We do things differently, from the resource materials we create to the methods we use. Embedded into our unique development process are our nine key adult learning development principles:
- Goal setting
  Success is the habit of achieving goals, no matter how small, on a regular basis. Win-Win Agreement Goals are set at the start of the course, usually comprising three or four workplace goals and one personal goal. Participants also set short term, weekly personal and business focus goals, which may also be action steps towards achieving the bigger win-win goals. They begin to develop positive habits around setting and realising goals, enjoying their wins, stretching their goal achievement abilities and learning how to take their workplace team with them to new levels of performance and productivity.
- The Total Person Concept™
  Every LMA course takes a holistic approach to developing people and helping them to be more effective in their professional and personal lives. Our Total Person Concept teaches people to take the learning from the course, and apply it to not just their work role but to all aspects of their life. So the question: "What's in it for me outside of my worklife?" is answered with a methodology that gives participants a strong personal motivational interest. Supporting this is the underlying process of personal and business focus goals, personal and business Win-Win Agreement Goals, and a clear focus on developing goals in six key areas of life.
- The Communication Triangle
  Participants who are strongly supported by learning partners will have far better outcomes than those who may struggle alone with their learning. Our Communication Triangle involves the participant's Manager/Mentor, the LMA Facilitator and a Course Coach. Each comes from a different perspective but supports the participant to achieve their goals. This triangle allows for interaction and feedback through face-to-face meetings, phone contact and LMA's Feedback Online system, ensuring progress is tracked and future steps and goals understood. Mid-Course and Post-Course review meetings recognise the goals accomplished to date, make any adjustments to plans or target dates, then finally review accomplishments, measurable results and the return on investment in the training and development.
- Blended learning techniques
  Different personalities have different learning styles, each receiving, processing, and communicating differently. Accordingly, our courses are designed and delivered so every personality type is able to benefit and develop equally. We incorporate a number of different learning experiences, including reading and listening to the module content, classroom workshops, experiential activities, group discussions, breakout groups, case studies, online learning and individual course coaching and mentoring. Multi-sensory impact is also assured, through audio, visual and kinaesthetic material, including audio CDs, USB sticks, manuals, note taking and written exercises. Our goal is to ensure participants’ learning experiences are highly productive and meaningful, as well as enjoyable and fun. There’s a strong practical application of all learning, as the Facilitator, Coach and Manager/Mentor ensure the learning is being driven back into the workplace and practised. Participants develop new actions and behaviours, and thus take ownership of the learning.
- Spaced repetition
  Through reading and listening to material, discussing it in workshops and applying it in the workplace, participants engage in highly effective discovery learning. They can challenge information, pull concepts apart individually and in groups, then finally accept, adapt and apply learnings in life and their workplace.
- Discovery Learning
  Retention of information is far higher when it’s absorbed through spaced repetition. USB sticks and CDs enable participants to listen to material while they are travelling to work, or while their mind is free and their hands are occupied on other tasks. When material is heard a number of times, greater retention leads to incorporation of information into new ways of thinking, acting and behaving.
- Real results in the workplace
  How many times have you been to a conference where you’ve been excited by a great speaker and information, and left with the best intentions of making major changes? But little actually improved. A Harvard University study showed that an idea presented once only had a retention of 2% after 14 days. So our process involves taking one small piece of information at a time, allowing participants to adapt it to their own workplaces through our adult learning process, and then giving them the tools to apply it. They’re exposed to the idea through repetition, attend a workshop, are able to challenge the idea in a risk-free environment and then understand it through discussion, interaction and self-discovery. They then commit to apply the idea in the next 7 – 14 days, with the support of their Course Coach. They can trial it, look at the outcome, modify it to better fit their own environment, and progressively improve it, thus achieving real results in the workplace.
- Action plans and projects
  A Plan of Action is developed for each participant in each module, ensuring that theory is turned into practical application. Goals are set for participants and their workplace teams. Through this process of application and action attitudes and behaviours change. In more advanced courses, workplace projects are developed and completed, providing measurable results and value to your organisation. These projects involve participants’ teams, through identifying systems, processes or operations which could be modified to improve performance and results. Team engagement is built, and the change and innovation process in your organisation is markedly enhanced. LMA also conducts the quarterly Leadership, Employment and Direction (L.E.A.D.) Survey throughout Australia and New Zealand, surveying more than 4000 business leaders, senior managers and employees on business-critical workplace issues. Extracts from L.E.A.D. provide valuable direction and insights for course participants in our more advanced management courses, assisting your organisation to better recognise and manage issues in a constantly evolving workplace.
- The ideal learning environment
  LMA workshops incorporate these three essential aspects:
  - A risk free environment, where people can ask any questions without fear of ridicule. They’re comfortable coming forward and explaining their concerns, and talking about how key course concepts apply to their workplace. They’re supported, not criticised.
  - People learn when they are having fun. Injecting a sense of fun and anticipation in the workshops is extremely important in maintaining attention and involvement in each activity.
  - Recognition of small wins. Success is the progressive realisation of worthwhile, pre-determined personal goals. For this to be achieved, the goals must be small. So the weekly focus goals and the recognition and celebration of other goals create the habit of reaching goals. Participants learn to celebrate small wins on a regular basis, growing in confidence and then setting new goals. The result: a positive spiral of success.
Let’s get started

LMA creates exceptional results through our unique development process. If you would like to transform your people and organisation, create a high performance environment, boost productivity and performance, and improve your bottom line, then contact us today to speak to an LMA representative in your area.