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Matt H. Evans, matt@exinfm.com
Workshop Overview
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Matt H. Evans, matt@exinfm.com
Introductions
• Your name
• Employer
• Position
• Why are you here? (Expectations)
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Matt H. Evans, matt@exinfm.com
What is Strategic Planning?
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Matt H. Evans, matt@exinfm.com
Why do Strategic Planning?
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Matt H. Evans, matt@exinfm.com
Fundamental Questions to Ask
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Matt H. Evans, matt@exinfm.com
A Good Strategic Plan should . . .
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Matt H. Evans, matt@exinfm.com
Strategic Planning Model
ABCDE
Where we are Where we want to be How we will do it How are we doing
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Matt H. Evans, matt@exinfm.com
Pre-Requisites to Planning
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Matt H. Evans, matt@exinfm.com
Assessment
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Matt H. Evans, matt@exinfm.com
Assessment Model: Assessment
SWOT
Internal
InternalAssessment:
Assessment:
Organizational
Organizationalassets,
assets,resources,
resources,
people,
people,culture,
culture,systems,
systems,
partnerships,
partnerships, suppliers,. .. .. .
suppliers,
External
ExternalAssessment:
Assessment:
Marketplace,
Marketplace,competitor’s,
competitor’s,social
social
trends, technology, regulatory
trends, technology, regulatory
environment,
environment,economic
economiccycles
cycles. .
SWOT SWOT
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Matt H. Evans, matt@exinfm.com
Opportunities Assessment
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Matt H. Evans, matt@exinfm.com
Threats Assessment
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Matt H. Evans, matt@exinfm.com
Baseline
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Matt H. Evans, matt@exinfm.com
Why create a baseline? Baseline
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Matt H. Evans, matt@exinfm.com
Organizational Profile Baseline
1. Operating Environment
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Matt H. Evans, matt@exinfm.com
Organizational Profile Baseline
2. Business Relationships
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Matt H. Evans, matt@exinfm.com
Organizational Profile Baseline
3. Key Performance Categories
• Customer
• Products and Services
• Financial
• Human Capital
• Operational
• External (Regulatory Compliance, Social
Responsibility, . . . )
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Matt H. Evans, matt@exinfm.com
Gap Analysis Baseline
Gap
Gap == Basis
Basis for
for
Long-Term
Long-Term
Strategic
Strategic Plan
Plan 21
Matt H. Evans, matt@exinfm.com
Compone
nts
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Matt H. Evans, matt@exinfm.com
Major Components of the Component
Strategic Plan / Down to Action s
Strategic Plan
Action Plans
Mission Why we exist
Evaluate Progress
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Matt H. Evans, matt@exinfm.com
Examples – Good and Bad Component
Mission Statements s
NASA
To Explore the
Universe and
Does a good job of expressing
Search for Life
and to Inspire
the core values of the
the Next organization. Also conveys
Generation of unique qualities about the
Explorers organization.
Walt Disney
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Matt H. Evans, matt@exinfm.com
Vision Component
s
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Matt H. Evans, matt@exinfm.com
Examples of Vision Descriptors Component
s
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Matt H. Evans, matt@exinfm.com
Examples of Component
Guiding Principles and Values s
We
Weobey
obeythe
thelaw
lawand
anddo
donot
notcompromise
compromisemoral
moralor
orethical
ethicalprinciples
principles––ever!
ever!
We
Weexpect
expecttotobe
bemeasured
measuredby bywhat
whatwe
wedo,
do,as
aswell
wellas
aswhat
whatwewesay.
say.
We
Wetreat
treateveryone
everyonewith
withrespect
respectand
andappreciate
appreciateindividual
individualdifferences.
differences.
We
We carefully consider the impact of business decisions onour
carefully consider the impact of business decisions on ourpeople
peopleand
andwe
we
recognize exceptional contributions.
recognize exceptional contributions.
We
Weare
arestrategically
strategicallyentrepreneurial
entrepreneurialininthe
thepursuit
pursuitofofexcellence,
excellence,encouraging
encouragingoriginal
originalthought
thought
and its application, and willing to take risks based on sound business judgment.
and its application, and willing to take risks based on sound business judgment.
We
Wearearecommitted
committedtotoforging
forgingpublic
publicand
andprivate
privatepartnerships
partnershipsthat
thatcombine
combinediverse
diversestrengths,
strengths,
skills and resources.
skills and resources.
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Matt H. Evans, matt@exinfm.com
Goals Component
s
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Matt H. Evans, matt@exinfm.com
Developing Goals Component
s
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Matt H. Evans, matt@exinfm.com
Examples of Goals Component
s
Reorganize
Reorganizethe
theentire
entireorganization
organizationfor
forbetter
betterresponsiveness
responsivenesstotocustomers
customers
We
Wewill
willpartner
partnerwith
withother
otherbusinesses,
businesses,industry
industryleaders,
leaders,and
andgovernment
government agencies
agenciesininorder
ordertoto
better
bettermeet
meetthe
theneeds
needsofofstakeholders
stakeholdersacross
acrossthe
theentire
entirevalue
valuestream.
stream.
Manage
Manageour
ourresources
resourceswithwithfiscal
fiscalresponsibility
responsibilityand
andefficiency
efficiencythrough
throughaasingle
singlecomprehensive
comprehensive
process
processthat
thatisisaligned
alignedtotoour
ourstrategic
strategicplan.
plan.
Improve
Improvethe
thequality
qualityand
andaccuracy
accuracyofofservice
servicesupport
supportinformation
informationprovided
providedtotoour
ourinternal
internal
customers.
customers.
Establish
Establishaameans
meansby
bywhich
whichour
ourdecision
decisionmaking
makingprocess
processisismarket
marketand
andcustomer
customerfocus.
focus.
Maintain
Maintainand
andenhance
enhancethe
thephysical
physicalconditions
conditionsofofour
ourpublic
publicfacilities.
facilities.
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Matt H. Evans, matt@exinfm.com
Objectives Component
s
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Matt H. Evans, matt@exinfm.com
Goals vs. Objectives Component
s
GOALS OBJECTIVES
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Matt H. Evans, matt@exinfm.com
Examples of Objectives Component
s
Develop
Developaacustomer
customerintelligence
intelligencedatabase
databasesystem
systemtotocapture
captureand
andanalyze
analyzepatterns
patternsinin
purchasing
purchasingbehavior
behavioracross
acrossour
ourproduct
productline.
line.
Launch
Launchatatleast
leastthree
threevalue
valuestream
streampilot
pilotprojects
projectstotokick-off
kick-offour
ourtransformation
transformationtotoaaleaner
leaner
organization.
organization.
Centralize
Centralizethe
theprocurement
procurementprocess
processfor
forimprovements
improvementsininenterprise-wide
enterprise-widepurchasing
purchasingpower.
power.
Consolidate
Consolidatepayable
payableprocessing
processingthrough
throughaaP-Card
P-CardSystem
Systemover
overthe
thenext
nexttwo
twoyears.
years.
Monitor
Monitorand
andaddress
addressemployee
employeemorale
moraleissues
issuesthrough
throughan
anannual
annualemployee
employeesatisfaction
satisfaction
survey across all business functions.
survey across all business functions.
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Matt H. Evans, matt@exinfm.com
Down to
Specifics
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Matt H. Evans, matt@exinfm.com
Down to
What are Action Plans? Specifics
• The Action Plan identifies the specific steps that will be taken to achieve the
initiatives and strategic objectives – where the rubber meets the road
• Each Initiative has a supporting Action Plan(s) attached to it
• Action Plans are geared toward operations, procedures, and processes
• They describe who does what, when it will be completed, and how the
organization knows when steps are completed
• Like Initiatives, Action Plans require the monitoring of progress on Objectives,
for which measures are needed
Objectives
Initiatives
Action
Plans
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Matt H. Evans, matt@exinfm.com
Down to
Characteristics of Action Plans Specifics
• Assign responsibility for the successful completion of the Action Plan. Who is
responsible? What are the roles and responsibilities?
• Detail all required steps to achieve the Initiative that the Action Plan is
supporting. Where will the actions be taken?
• Establish a time frame for the completion each steps. When will we need to
take these actions?
• Establish the resources required to complete the steps. How much will it take
to execute these actions?
• Define the specific actions (steps) that must be taken to implement the
initiative. Determine the deliverables (in measurable terms) that should result
from completion of individual steps. Identify in-process measures to ensure
the processes used to carry out the action are working as intended. Define the
expected results and milestones of the action plan.
• Provide a brief status report on each step,
step whether completed or not. What
communication process will we follow? How well are we doing in executing our
action plan?
• Based on the above criteria, you should be able to clearly define your action
plan. If you have several action plans, you may have to prioritize.
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Matt H. Evans, matt@exinfm.com
Down to
Action Plan Execution Specifics
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Matt H. Evans, matt@exinfm.com
Down to
Measurement Template Specifics
(Insert organization (Insert division name) (Insert department name) Risk Frame area (Insert objective (Insert (Insert reporting
name) objective supports owner) measurement contact info)
owner)
Objective Description – description of objective purpose, in sufficient detail for personnel not familiar with the References – source documentation for
objective to understand its intent. Objective descriptions are typically two or three paragraphs long. This will appearobjective and objective description
in the pop-up window when you mouse over the objective in the Balanced Scorecard System.
Comments – additional information about the objective not covered in above blocks, such as recommendations for further revision, additional organizations
objective impacts, recommendations for coordination / alignment with other objectives, etc.
Measure Name - The name exactly Measure Description – description of the measure, include its Measure Formula – Data Source - The source
as you want it to appear in the intent, data source, and organization responsible for providing formula used to of the data – manual, data
Balanced Scorecard, including the measure data. This will appear in the pop-up window when you calculate measure spreadsheet, or database
measure number (i.e. Percent mouse over the measure in the Balanced Scorecard. value (if any) name and contact familiar
Employees Satisfied, etc.) with the data
Measure Weight - the relative weight of the measure based on the impact it has on the overall objective. Measure Reporter – Person responsible for
The total weights for all measures for an objective must add to 100 providing measure data. Include the name,
organization and email.
Target Maximum – Maximum expected value for the measure. Effective Date – Date Frequency – How often target Units – Units of
the target first becomes data will be reported measure
effective
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Matt H. Evans, matt@exinfm.com
Down to
Criteria for Good Measures Specifics
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Matt H. Evans, matt@exinfm.com
Examples of Measurements Down to
Lag Indicators Specifics
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Matt H. Evans, matt@exinfm.com
Down to
Targets Specifics
Average Time to Process New 65 days Year 60 days Year 55 days Year
Employee Setups in DB 2007 2008 2009
Utilization Rate for Rental 90% for 92% for Year 95% for Year
Housing Units Year 2007 2008 2009
Toxic Sites meeting in-service 55% for Year 70% for Year 95% for Year
compliance 2007 2008 2009
Personnel Fully Trained in 65% by 2rd 75% by 3th 90% by 4th
Safety and Emergency Quarter Quarter Quarter
Open Positions Filled after 30 75 positions 100 positions 135 positions
day promotion period Sept 2007 Jan 2008 July 2008
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Matt H. Evans, matt@exinfm.com
Down to
Sanity Check . . . Specifics
OBJECTIVE
Improve Employee
Satisfaction
MEASURE / TARGET
Measure 90%
Employee
Percent Satisfaction
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Matt H. Evans, matt@exinfm.com
Evaluate
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Matt H. Evans, matt@exinfm.com
Continuous Feedback Evaluate
through the Balanced Scorecard
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Matt H. Evans, matt@exinfm.com
Performance Management Evaluate
D2-D5: Build the Balanced Scorecard
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Matt H. Evans, matt@exinfm.com
Automating the Process Evaluate
D2-D5: Build the Balanced Scorecard
1. Active Strategy (www.activestrategy.com)
2. Corda (www.corda.com)
3. Corporater (www.corporater.com)
4. Rocket CorVu (www.corvu.com)
5. Cockpit Communicator (www.4ghi.com)
6. Biz Score (www.efmsoftware.nl)
7. Executive Dashboard (www.iexecutivedashboard.com)
8. PM Express (www.pm-express.com)
9. Strategy 2 Act (www.strategy2act.com)
10. 20 20 Software (www.cashfocus.com)
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Matt H. Evans, matt@exinfm.com
Link Budgets to Strategic Plan Evaluate
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Matt H. Evans, matt@exinfm.com
What Resources? Evaluate
How to Link?
•
The people resources needed to succeed
•
The time resources needed to succeed
•
The money resources needed to succeed
•
The physical resources (facilities, technology, etc.) needed to
succeed
Resource information is gathered by Objective Owners which is provided
to the Budget Coordinators for each Business Unit.
Resources identified for each Action Plan are used to establish the total
cost of the Initiative.
Cost-bundling of Initiatives at the Objective level is used by our Business
Unit Budget Coordinators to create the Operating Plan Budget
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Matt H. Evans, matt@exinfm.com
Some Final Thoughts
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Matt H. Evans, matt@exinfm.com
Recommended Workbook
http://www.fieldstonealliance.org/productdetails.cfm?PC=39
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Matt H. Evans, matt@exinfm.com
Thanks for
your participation!
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Matt H. Evans, matt@exinfm.com