Todd Wangsgard
Enterprising, results-driven, and grounded are words that describe Todd Wangsgard. He brings 24 years of leadership and organizational development experience to his clients.
Clients value his ability to create clarity out of the business fog that prevents most companies from enabling greatness and developing the capabilities of their associates.
Todd has excellent professional experience. He was Senior Manager of Training, Talent Management, and Communications for ATK Lake City, a government-owned, company-operated manufacturing center in Independence, Missouri. He organized the training department, developed and implemented all levels of leadership curriculum, and oversaw the operation’s succession planning and teambuilding strategies.
As the Manager of Professional Development for ATK, a $4 billion aerospace and defense company, Todd led the creation of employee and leadership assessment and development initiatives for operations in 23 states.
Todd worked for Intermountain Healthcare, Inc. in Salt Lake City, Utah, the intermountain west’s largest physician, clinic and hospital network. He founded IHC University and managed the implementation of curriculum as well as the administrative team of IHCU.
An industry cross section of Todd’s clients represent higher education, health care, insurance, manufacturing, aerospace, and defense.
Todd holds a PhD from Walden University in Leadership and Organizational Change. He has also earned his MBA from the University of Phoenix and a B.A. from Weber State University (Ogden, Utah) in communications.
Todd is affiliated with a number of professional organizations and holds certifications to teach a number of programs. He is a Senior Professional in Human Resources (SPHR), a Master Facilitator for Achieve Global, and a Certified Professional Behavior Analyst (DISC).
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FranklinCovey Consultant Blogs | Todd Wangsgard | Oil Spill
Trust: The key leadership competency of the new global economy
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Recent events have not ceased to teach us profound lessons in trust. I may also be hyper-sensitive to the hard-edged, bottom-line impact of trust because of recent engagements and wins with trust-focused clients.
Regardless of where blame is to be found, the epic and ever-growing tragedy of the gulf oil spill, the abrupt replacement of decorated military leaders, confessions of infidelity by sports icons (and on and on and on) all remind us of the foundational need for “confidence in the character and competence of individuals and organizations.” The aforementioned quote may look familiar to many of you. It’s FranklinCovey’s textbook definition of trust. Confidence.
When confidence is high, managers readily delegate important work to employees who know their stuff and do it with the utmost integrity. Organizations merge in record time, while due diligence takes a back seat to solid brand reputation and good old fashioned transparency. Businesses launch new products, install complicated I.T. solutions, and rebrand themselves with renewed speed by trusting both loyal employees and loyal consumers. That trust breeds even more loyalty, and thus greater productivity and profits.
How do I know this? I’ve seen it happen over and over again – first hand.
Take a look for yourself at the transformative business relationships and processes that resulted from a cultural examination of and renewed commitment to trust at Frito Lay. Their stunning results have inspired suppliers and customers alike to more closely investigate for themselves exactly what increased individual and organization credibility can do for their bottom line.
WARNING: Don’t watch this video case study, unless you’re prepared to launch a transformation of your own!