nonprofit capacity conference 2014: the power of proactive planning

Nonprofit Capacity Conference

2014: The Power of Proactive Planning

Agenda

1. Strategic Planning Overview1. Strategic Planning Overview

2. Best Practices / Pitfalls2. Best Practices / Pitfalls

3. Planning Model3. Planning Model

4. Q&A4. Q&A

What is Strategic Planning?

The process by which leaders of an organization determine what it intends to be in the

future, and how it will get there

Benefits of Strategic Planning

Builds consensus for goals, objectives & priorities

Provides a basis for resource allocations & operational planning

Defines baselines for measuring & controlling outcomes

Helps evaluate departmental performance

The Power of Planning

Strategy Alone =

The Power of Planning

Strategy + Implementation = Business Results

Cascading the Plan

Dept. Plan

TEXTTEXT TEXT

Dept. Plan Dept. Plan

StrategicPlan

Project Plan Policy/Procedure Project Plan Policy/Procedure

Top down planning Bottom up results

Common Pitfalls

• Business as usual• Not my problem

Lack of Ownership

• Anxiety• Misunderstanding

Lack of Communication

• Mired in day to day• Goals seem irrelevant

Lack of Integration/

Measurement

• Confusion• Frustration

Lack of Relevance

Failure to produce intended

results

Best Practices

• Buy-in• Ownership

Involve/Assign Staff

• Clear understanding• Excitement

Regular Communication

• Activities tied to goals• Clear line of sight

Integrated into Operations &

Measured

• Clear understanding of departmental role and unique contribution

Goals are Relevant

Business results!

Steps in Planning

STEP 1 Analysis

• Department-specific Information gathering (SWOT or SPOT)

• Understanding the business• Evaluation of departmental role in

impacting the outcomes

Steps in Planning

STEP 1 Analysis

STEP 2 Vision

Mission Role

• Where are we going as a department?• What is our purpose with respect to

the larger organization?• What is our role in achieving

organizational goals?

Steps in Planning

STEP 1 Analysis

STEP 2 Vision

Mission Role

STEP 3 Broad Goals

• What results generally do we want to accomplish?

• How will our department help achieve organizational goals?

Steps in Planning

STEP 1 Analysis

STEP 2 Vision

Mission Role

STEP 3 Broad Goals

STEP 4 Objectives

• What specifically will we each do to reach our department’s goals? The organization’s goals?

• Does it meet the “SMART” criteria?

SMART Objectives:

• Provide clear direction to supervisors and employees about outcomes, not actions

• Provide a common frame of reference for performance management

• Define success, and cultivate a sense of fulfillment

• Help clarify the specific expectations of the supervisor and employee

SMART Objectives:

By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

SMART Objectives:

By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Specific: Why

Specific: What

Specific: How

SMART Objectives:

By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Measurable: Is the

performance system

operational by August 1?

SMART Objectives:

By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Attainable: Do you have the skill set,

resources and ability to

achieve the goal?

SMART Objectives:

By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Results Focused:

What is the result of

reaching the goal?

SMART Objectives:

By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

Time Based: By when will you achieve

the goal?

Steps in Planning

STEP 1 Analysis

STEP 2 Vision

Mission Role

STEP 3 Broad Goals

STEP 4 Objectives

STEP 5

Barriers CSF’s

• What could stand in our way?• What needs to go right in

order to succeed?

Steps in Planning

STEP 1 Analysis

STEP 2 Vision

Mission Role

STEP 3 Broad Goals

STEP 4 Objectives

STEP 5

Barriers CSF’s

STEP 6 Tactics

• What specific products, services or initiatives will we undertake?

Steps in Planning

STEP 1 Analysis

STEP 2 Vision

Mission Role

STEP 3 Broad Goals

STEP 4 Objectives

STEP 5

Barriers CSF’s

STEP 6 Tactics

STEP 7 Communicate

Review Adjust

• How will we measure our progress?• How often will we review ourselves?• Are our efforts helping to achieve

organizational goals?

Communicating Strategy

Communicating Strategy

Audience Mission/ Vision

Strategic Objectives Goals Individual

Actions KPI’s

Board

Managers

Staff

Community

Funders

Tip: Consider Message, Channel and Frequency

Strategy Dashboard

Strategic Priority Objectives Tactics Owner Timeline KPI’s

Goal or Priority 1

Obj. 1 1.

2.

3.

Obj. 2 1.

2.

3.

Thank You!Mary-Claire Burick

703-951-7723

mburick@rosslynva.org