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Audie McCarthy

It is easy to get so caught up in the day-to-day aspects of running a business that you never get around to planning for the future. But as the saying goes, “Failing to plan is planning to fail.” Indeed, if an organization doesn’t know where it’s headed, its priorities will change constantly with little engagement or commitment from its employees. A strategic plan, however, provides direction and focus for all employees by outlining specific goals and a course of action for achieving them.Some in your organization may see the strategic planning process as a management fad or a waste of resources. But if done correctly and with proper follow-up and action, strategic planning can ensure a more effective and efficient use of resources, help the organization avoid crises, and prepare it to handle any situation that arises. What’s more, while it is beneficial for any business to have a strategic plan, it will help midsize and large organizations, in particular, to run more effectively while being ready to meet client needs in the future.Keys to Creating a Successful PlanA business must include the priorities of its clients in its strategic plan. Therefore, it is very important to gather client input as part of the process. This can be done through surveys, committees, and public meetings. Additionally, because each department has varying needs, it is also important to include objectives and plans tailored for each department in your organization. The process should include participation from all levels of employees. This not only ensures that the plan will address various needs, it also will foster buy-in and a sense of ownership.If your budget allows, hire a trained professional who has no emotional investment in the plan to facilitate the process. Clearly articulate your goals, specific steps, individual responsibilities, and deadlines. Ensure all involved understand their role. At the end of each session, outline the next steps, responsibilities, upcoming deadlines, and the date of the next meeting.Elements of a Strategic PlanStrategic planning involves establishing the organization’s mission, vision, values, objectives, and key performance indicators.A vision allows your planning team to decide how you want your organization to be perceived in the future. Meanwhile, the mission statement outlines the preferred future of your organization. It establishes what you plan to do and for whom and reflects your values and philosophy. Objectives provide specific, measurable guidance on how the organization can fulfill its goals. You should also identify positive or negative issues that must be addressed to overcome any barriers to achieving your mission.Be sure the strategic plan contains actionable items and the accountability necessary to make it an effective tool. Plans composed of generalities and dreams without concrete steps to take do not inspire action. You can avoid this pitfall by making sure your plan contains specific, measurable initiatives or projects that can be assigned to individuals and tagged with completion dates. Then, hold people accountable for their responsibilities.Include Employees in the ProcessMany plans are developed by external consultants who analyze the organization and prescribe their program for success. This cuts down on internal ownership by managers and employees. Instead, make sure that your executive team is involved in all aspects of the process, even if using outside consultants.Involve and get input from employees in all areas of the organization. Give them a chance not only to react to a first draft but also to have input with planning ideas. Plans that result from widespread involvement start out with more support. It makes it easier to “sell” the plan to the whole organization later on.Don’t Forget the Follow-UpPerhaps the most important aspect of strategic planning is implementation. Organizations sometimes simply fail to keep the plan a living, visible map for action, due to changing priorities or the daily demands of running an organization. To help increase your odds of success, be sure to follow these guidelines:set your activities in order of priority and establishing short- and long-term deadlines establish an implementation committee and delegating tasks to current or new committees share the highlights of your plan with those involved to gain their support and help with implementation determine who will monitor your progress in accomplishing your strategic plan continue to implement, review, and evaluate the plan on an ongoing basis.Starting the strategic planning process may seem daunting. It may take you away from your immediate tasks. But putting together an effective team and taking the time now will position your organization for a bright and successful future.Editor’s Note: This post is adapted from “Strategic Plan for Your Business” by Mohawk College Enterprise.

Start Planning for Your Organization’s Future—Here’s How

 Today’s public sector leaders are being asked to function with fewer resources and continually find new ways to tackle challenges. Leadership in the public sector is especially important; it not only influences the job performance and satisfaction of employees, but also how government and public agencies perform. Leadership is critical to good public governance, including good planning, efficiency, transparency, and accountability.Public sector leaders also face different challenges than in the private sector, and perhaps call on different competencies. For example, a study by Hudson, Decoding the DNA of Public and Private Sector Leaders, a recruitment and talent management company in the Netherlands, found public sector leaders are confronted with the challenge to deliver public services efficiently in accordance with the authorized procedures, processes, and rules. Consequently, public sector senior leaders are typically prone to follow and monitor rules and procedures and give clear directions about the way things need to be done.Without many of the incentives available in the private sector, it can be a challenge for public sector senior leaders to motivate their employees. What’s more, they may struggle with how to establish a positive working atmosphere that inspires people to deliver good public services.The Hudson study also found public sector leaders are more focused on long-term strategy and the creative process involved in building a vision. These are important aspects of mindful behavior, which is considered effective leadership behavior. The study found that public sector senior leaders are more oriented toward strategic leadership, one of the important aspects of leadership behavior. And because the public sector presents unique conditions and challenges, it is crucial to identify employees who possess these important traits.Once potential leaders are identified, they need to be nurtured. This includes formal and informal mentoring and training. For example, high-potential employees could be paired with senior employees for mentorship and coaching. Daily work also offers many opportunities to introduce employees to leadership situations. This could include making a presentation to management or heading up a team.Through performance management, managers and staff members can discuss the employee’s skills and lay out goals to put them on track for more senior roles. Formal training programs involve future leaders learning skills and gaining knowledge in teamwork, managing conflict and organizational change, diversity and communication.Leadership in any organization is important, but developing good leaders in the public sector is especially crucial.

Public Sector Leaders: Different Challenges, Different Competencies

 Conflict is not by nature good or bad. It simply means a difference of opinion or interests. It is also an inevitable occurrence in any workplace.Conflicts can occur because co-workers bring with them differing perspectives and backgrounds, or in some cases, because employees have unclear expectations of their responsibilities. Poor communication is a major contributor to conflict. This can include reading body language, failure to share information, or receiving inconsistent messages.Conflict is difficult because it triggers our acute stress response, and we typically react with “fight” or “flight.” If you tend to be aggressive, you will likely respond to conflict with “fight.” If you are not aggressive, your response will be “flight.” Either reaction bypasses our rational mind and makes it difficult to act logically.A productive way to handle conflict is by calling on our emotional intelligence. Emotional intelligence affects how we manage behavior, navigate social situations, and make decisions. The four key components of emotional intelligence are:self-awareness: being aware of your reactions and tendenciesself-management: staying on top of, and managing your reactionssocial awareness: being able to perceive what others are feeling and thinking and picking up on the emotions of othersrelationship management: using your awareness of your emotions and those of others to manage interactions; this includes communicating clearly and handling conflict.To use emotional intelligence in conflict resolution, make calm statements of fact, ask questions, and listen. Try to understand the other person's point of view without judgment. Tell the facts as you see them and how they affect you. Explain the outcome you are hoping for and ask for other ideas for solutions. This will lead to a discussion that can resolve the conflict that recognizes and meets everyone's needs.To better learn how to identify and manage your own emotions and those of others—so that you and your team can make better decisions—check out ATD’s online workshop, Essentials of Emotional Intelligence for Improved Decision Making.

Audie McCarthy

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