Lorien’s success is in part due to the resources it can draw on in completing a project.
The resources include industry-leading tools that have been proven to be effective over decades – augmented by tools that have been developed in-house by Lorien.
The third element is the ability to combine tools in new ways to exactly meet a specific project need.
The results are enhanced effectiveness leading to successful outcomes.
identifying core issues
To discover the ‘problem behind the problem’ Lorien uses Root cause analysis – deploying this well understood and frequently used tool as part of a workshop. Depending on the complexity of the issue, Lorien can develop a clear list in a one-hour to two-and-a- half-hour session. The process identifies the core issues that need to be addressed to improve organisational performance.
map out a strategy
Lorien’s strategy workshops are built on several well understood tools around classic Strengths and Weaknesses, Opportunities and
Threats (SWOT) analysis. However, Lorien takes this process one step further by looking at the relationships between each of the four quadrants and in describing key actions. Lorien’s approach
is termed Active SWOT. A further enhancement within this approach is to use customer feedback and staff surveys to populate the strategy preparation documents.
develop an implementation plan
Having discovered the core issues, and developed a business strategy, the critical element is to understand and list key implementation actions. Typically, these key actions involve extensive communication, identifying strategy supporters, those who are ambivalent, and those opposed. Lorien then develops a communication program to capture the supporters, enlist those who are ambivalent, and to address those who are opposed. Careful management of the strategy implementation plan creates the greatest likelihood of success. This tool has proved successful in recent strategy implementation actions.
execute the strategy
The strategy document Lorien produces concludes with an action plan set at a relatively high level, and requiring additional detail to ensure its successful implementation. Lorien often uses a 12- week design to assist in actually delivering short-term actions. As participants work through the key actions, successes and obstacles become clear and are dealt with using further 12-week plans.
identify and measure outcomes
What gets measured gets managed! Lorien’s experience shows that it is important to capture successes as they are achieved. Each achievement is fed back to program participants to maintain impetus to deliver the long-term strategy. Celebrating success when there are measurable outcomes is an important part of culture change and strategy implementation.
recruitment
Step 1: formulate and agree on a detailed ‘position description’
as the basis for the recruitment process. Using Lorien’s template, developing the ‘position description’ can involve several drafts as a client needs to determine exactly what they need/want in the new recruit, along with the roles and responsibilities to be assigned to that role.
Step 2: again using a template Lorien has developed over several years to draft an ‘appointment brief’ which describes the idea candidate, the company seeking that person, and the candidates role within that company.
Step 3: commencing the search process – again drawing on Lorien’s proven systems to identify potential candidates.
Step 4: Lorien invites potential candidates to submit CVs and provides appointments to those candidates.
Step 5: Lorien applies its proven criteria checklist system to rule candidates in or out.
Step 6: the interviews – again Lorien draws on proven systems to identify candidate suitability, strengths and weaknesses.
Step 7; Lorien will manage the actual hiring – again using its proven approaches and systems.
Lorien provides a 12-month guarantee – if the recruit does not work out within 12 months, a replacement will be identified without additional fee.