The LAMP team drive a process that will help identify business strengths and areas requiring strengthening.
THE CHALLENGE – At times in your business you see things that make you feel uncomfortable such as profit and margin reducing, costs increasing, customers complaining, staff not performing. You try things – sometimes they work; many times they don’t. To avoid this frustration, effective change requires an understanding of the real underlying issues. We can help you to understand these issues and make effective, efficient and successful change.
The creators of LAMP have written a book that reflects our key principles and tells a story – built on a collection of experiences gained over many years – to better understand and act on business performance concerns. A central belief is that leaders and managers must attain a balance across four areas of concern outlined in our LAMP model, below.
Further to this, our team have also developed an organisational diagnostic questionnaire, designed to present you with facets that constantly challenge direction and impact the achievement of organisation strategic and work goals.
Business Diagnostic Questionnaire
Complete the business diagnostic questionnaire and take the first steps to develop abilities and confidence to deliver on strategy and engage the workforce.
Building then selling a compelling vision and agreeing on values is essential for guidance and long-term success as is knowing and understanding the business environment. It is inevitable that change will happen. Being geared to adapt and gaining the necessary support from stakeholders are needed to remain competitive in the market.
To what extent is the business vision believed, the values adhered to and the nimbleness to adapt to an ever changing environment in place?
Developing, implementing and reviewing plans is required to ensure valued results are being achieved and client expectations are being managed. Achieving “buy-in” from employees, creating a sense of urgency and ensuring accountabilities are realised through the planning process will contribute to an effective roll-out of planning.
<span style=”color: #713a80;”><em>In your business planning are there clear lines of sight to the vision, are responsibilities realised and are timeframes being achieved?</em></span>
From recruitment and on-boarding through to performance management and everything in between, managing the workforce is an ongoing process. In order for the business vision to be realised, plans to be achieved and systems to be utilised as intended, there must be a fit between a person’s capacity to perform and the role and responsibilities of their job.
In your business are the right people in the right roles?
A consistent approach to organisational standards with clarity across roles and responsibilities is what sound systems and structure provide. These apply across many functions (e.g., finance, safety, quality, operations, IT, human resources etc.). Interpreting the data produced is as imperative as sharing it to make informed decisions. Continuous improvement applies as does evaluating whether the systems are working and being used as required.
Are your systems and processes being used every time and are they completed 100% as intended?