Developing a Strategic Plan

Many of you have said your company doesn’t have a strategic plan for this year.

Here are a few ideas to help you:

1)    Set specific and measurable goals for this year; sure you don’t establish too many because you need focus.  We always insist that our clients don’t exceed a maximum number of goals;

2)    Make all employees accountable for achieving the goals by establishing employee objectives supporting the goals and make sure they are specific, measurable and time-framed;

3)    Monitor the results periodically throughout the year; and

4)    Link your performance appraisals, salary and incentive compensation to the company goals and employee objectives.

You’ll be amazed how sales and profits dramatically improve!

At my consulting firm we assist our clients in developing annual goals and our “process” results in a one-page priority plan that holds both management and staff accountable for the success of the company.

We have developed hundreds of one-page priority plans for glass and glazing subcontractor clients over the past 13 years.  Of course, these client specific plans are confidential since we always execute confidentiality agreements with our clients, so I cannot share one with you.

With that said, as much as anything, the strategic planning “process” is as important as the one-page priority plan.  Our “process” is what develops buy-in and commitment on the part of both management and staff.  It really works!

Our “process” culminates in a strategic planning team meeting and workshop where management and staff team-up in a true workshop to establish the goals of the company.  All employees are held accountable for the success of the goals by their supporting objectives (specific, measurable and time-framed) that we link to salary administration and incentive compensation.

If you’d like to learn more about our strategic planning “process” that results in a one-page priority plan, please contact me.

This is actually a very simple process and we can show you how to do it.  Interested in finding out how?  Get back to me and I’ll tell you how we can do it.

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