Strategic Planning Sessions

A leadership team knows their business. They are their own experts in what has been done, how it works, where the roadblocks have been, what they want the future to look like, and where the challenges are in creating that future. What they need is a simple process to pool their knowledge, experience, and VISION to create a brief, concise plan that defines who they are and where they want to go. We help facilitate this simple but powerful process to help leaders create and translate strategic plans into action and results.

5 steps that will transform the way your leadership team works.

1. Acknowledge the Past
2. Learn Your Lessons
3. Shift Your Limiting Paradigms
4. Live Your Values
5. Set and Follow-through on Goals

1. Acknowledge the Past
As a team, review your recent past. What have you accomplished? Celebrate those achievements! Too often we are in such a rush to move forward, we don't pause to acknowledge our successes. On the other hand, where have things not gone well? It's important to be honest here as well and acknowledge the pain and disappointment.

2. Learn Your Lessons
Having reviewed the past accomplishments and disappointments you are in a position to learn from your past - what have you learned you should do more of? What should you do differently in the future? These lessons can become the guidelines that will direct your behavior in the coming year, often leading not only to better results, but to changes in your culture.

3. Shift Your Limiting Paradigms
What's holding you back? What does your team accept as truth, as unfortunate reality, that prevents them from achieving the results they want? It's important - and difficult - to work out the answers to these questions, but they are the moment of change in a team's momentum. When they uncover their limiting beliefs and shift them into a new paradigm that defines the reality they WANT to believe, the energy in the room also shifts and they are ready to do great things.

4. Live Your Values
Values are the unsung pillars in an organization - or they can be. Too often, a leadership team has been led through a values clarification exercise sometime in the past so they could be printed and included in the annual report, or artfully displayed on the wall. But how well is the organization actually living those values - that is, using the values to guide their decision-making and their behavior? Your planning exercise should include an honest assessment of the values and whether they are demonstrated in the everyday life of the organization.

5. Set and Follow Through on Goals
The final step in creating your strategic plan is setting goals - identifying the most important results you want to accomplish in the next year. The result should be defined in a specific, measurable way, but it should not define the process for getting there. (This is one of the biggest roadblocks for many planning exercises - trying to spell out exactly what steps will be taken between now and then.)

This step has two parts - and this is what makes all the difference in whether you ACHIEVE the goals you set: it's the Follow-Through. Once the goals are agreed upon, it's time to assign accountability to someone who can "chunk" the goal down into smaller pieces and decide what the first step needs to be.

Then the Follow-Through begins by agreeing to meet monthly or weekly to report on the progress of that first step...and then to identify the next step. It's not necessary to lay out the tasks in spreadsheet fashion for the entire year - just keep taking next steps, and check your progress against the annual goal periodically to make sure you are on track to get there.