Strategic Planning Solutions
What if we could show you how to spend just 5% of your time on a monthly basis, and it could double or triple your ability to execute and increase organizational alignment, improve overall communication and increase the company’s ability to hold people accountable in an effective manner? Our strategic planning process is that powerful and successful.
The sober reality is that most companies lack the mindset, the assets, the knowledge, and/or the appetite to devote to strategic planning. Changing your results is predicated on strategic planning, operational planning, and performance management planning.
Let us show you our overall process:
Strategic Planning – is the roadmap to the future. It means revisiting your vision, mission, and values – your “rules of the game.” Strategic planning is about where you’re headed and what you will accomplish when you arrive. The purpose of planning is not to produce results, but to align your executive team and set the long-term course. This dialogue is critical to help the senior leaders adapt, focus, and commit.
The Operational Plan – is “how” you are going to implement the strategic plan. Under normal circumstances, the operational plan should be completed during the fourth quarter each year. Determining a matching budget and key performance indicators are also obligatory segments of a well designed plan.
Performance Management Planning – Once you’ve purposefully mapped out the next 3-5 years and have designed an operational plan that articulates HOW you are going to implement the strategic plan, teams and individuals must understand their roles.
We initiate the process with a two-day off site meeting with the senior management team. The outcome of this meeting is a one-page strategic plan that sets the direction for one year, as well as three to five years out.
The strategic plan is then reduced to a quarterly operational plan from which the team implements. One day each quarter thereafter, we meet with the senior management team to assess the last 90 days of performance, make corrections, and set the key initiatives for the next 90 day operational plan.
We have a one hour accountability call each month to keep the team on track and help to overcome challenges.
In most organizations, it’s the inconsistent or faulty execution of strategies that leads to undesirable results. Yet often we see companies looking for new strategies to achieve their goals. The key is consistent and effective execution.
Is your leadership team executing consistently and effectively? Are your key seats filled with top talent? Do your executives communicate with the team in a way that engages and enrolls them to execute?
Our one-on-one executive coaching is all about alignment, awareness, performance, and results. Our certified executive coaches have all been executives and business owners. Their experience, combined with their talent to coach and mentor any executive, comes from 30 plus years of experience.
We know…it’s lonely at the top. Who do you or your executives go to and know that you will not only get sound, but unbiased and challenging feedback? A key benefit of executive coaching is that it provides an external perspective and sounding board focused on helping that executive perform at a high level. Imagine the power of having access to our talented coaching staff – who is just a phone call away.
Performance comes from execution of key top priorities. The goals and strategies get set at the top, but the execution gets implemented by the team. We can help your leaders become far more effective in getting the type of execution that accelerates performance and gets results.
According to Daniel Goleman, one of the frequent derailers of top executives is a lack of impulse control. It is not uncommon for an executive to lack honest feedback about a leadership behavior that may indeed be limiting his/her ability to engage the team and ultimately advance their career. Most executives find it extremely valuable to have a strategic relationship with an outside coach to confide in and work on their emotional intelligence and their leadership influence.
Every executive coaching engagement includes our leadership assessment to identify the weaknesses that are sabotaging an individual’s strengths. We also review current and past performance data of each executive in order to identify the gaps we need to coach through. Executive Coaching is often described as a partnership that helps senior leaders deliver on key organizational priorities faster and more effectively.
It’s true – “an organization will never outperform its leadership talent.”
ORGANIZATIONAL ENGAGEMENT SURVEY
Are you running your business with real data? It may seem like an obvious question, but our experience often proves otherwise. Top-performing companies, however, earn that title partly because they can answer yes. Regardless of size or global geography, they consistently conduct an annual survey to solicit feedback from their workforce about what it is like to work for them. How valuable would it be for your executive team to understand which leadership behaviors are impacting employee morale? Our organizational assessment provides data for powerful team discussions.
There are dozens of national studies that have validated the bottom-line value of creating a culture of high levels of employee engagement. Engagement surveys can provide managers and executives an in-depth look inside the company. The feedback from our survey process consistently reveals facts about people, the company’s culture and the leaders that create that environment.
Jack Welch, former General Electric CEO, famously identified employee engagement as the top metric determining a company’s success (he designated customer satisfaction and healthy cash flow second and third).
When your workforce is engaged, people work harder and with more passion and quality. Companies that use our engagement survey system witness their customers’ experience become significantly more pleasurable, which translates into loyal customers who tell people about their positive experience.
True engagement reflects a leadership value that mirrors your organization’s values and ethics. An organization is always a reflection of its leadership.
If your organization is prepared to have a serious conversation about how to adopt a powerful engagement survey system, contact us today. Our systematic approach includes the training and facilitation needed to design action plans based on the survey data.
Your executive team will be very pleased to have data that reveals how loyal your employees are and how likely they are to go the extra mile every day. Repeat the process annually and your efforts will become ingrained into a culture of process improvement, and provide your company a distinct advantage over your competition.
ACCOUNTABILITY & PERFORMANCE MANAGEMENT SYSTEMS
Lack of Execution is still the #1 reason for CEO turnover. Execution starts with strategy and a plan. Translating that strategic plan to an operational plan is critical for success, and it requires consistent and effective execution. The key to this is moving the accountability “meter” forward. In many organizations, accountability happens after the fact – when a particular result doesn’t happen. Effective execution requires that accountability happens well before the end result, and this requires a performance management system.
Your Performance Management System is the glue that bonds employee performance to a company’s mission and strategy. When fully leveraged, it aligns employees at every level with the organization’s key business goals. The sad reality is less than five percent of today’s business leaders understand the value and business implications of using a Performance Management System. We have come to that conclusion after more than two decades of working with dozens of Fortune 500 companies, dozens of benchmarking trips to well-run companies, and working closely with entrepreneurs over the past ten years.
Our design and training facilitates your current process and divides your company’s annual system into three major sections that together provide the process to gain employee commitment, foster alignment with the company mission, and measure both individual and team results along the path to successful goal achievement. In other words, our system moves accountability and responsibility forward in the implementation of your strategy at the ground level.