nonprofit capacity conference 2014: the power of proactive planning
TRANSCRIPT
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.
