How Satisfied Are You with Your Strategy Design Process?

a business man is looking at a Strategy Design Process

Your Strategy Design Process Should Be Your Killer App
Be honest…how satisfied are you with your organization’s strategy design process?

  • Do you grit your teeth at the mere thought of that annual ritual?
  • Do you end up, along with 2-out-of-3 executives we interview, with the “same old-same old” that has been merely re-worked to be a bit more ambitious?
  • Or do you emerge with a clear, compelling and implementable strategy to move you and the business forward?

Why Your Strategy Design Process Matters
Our organizational alignment research found strategic clarity accounts for 31% of the difference between high and low performing organizations in terms of revenue, profitability, leadership, customer loyalty and employee engagement.  And we have learned over two decades of helping clients design strategies-that-work how to set up the strategic planning process so you can create a workable and inspiring plan to propel your organization foward.

Your Strategy Design Process Should Increase Your Odds of Successful Strategy Implementation
We believe that the strategy design process should result in a strategic plan that is:

  • Ambitious enough
  • Meaningful enough
  • Flexible enough to account for changing market conditions
  • Executable through specific action steps that guide management and the front line

5 Critical Elements of an Effective Strategy Design Process
Here are five critical elements of a well-conceived strategy design process that increases the odds for successful implementation:

1.  Include Front-line Managers and Customers in the Strategy Design Process
Crafting strategies is usually left up to the executives. But don’t make the mistake of isolating those making the decisions from those they are attempting to serve. The further apart the executives are from the people who must execute and benefit from the strategy, the more difficult the plan will be to implement.


RELATED:  3 Big Mistakes To Avoid When Cascading Your Corporate Strategy


2.  Make Budgeting a Separate Process
It is all too easy to get hung up on numbers and financial targets if you combine your strategy design process with budgeting. Putting together a strategy should be an exercise in prioritizing opportunities and planning for the future. Of course, the strategy’s success will depend upon available resources, but you mustn’t drown in the math and overlook the compelling vision for growth and innovation.

3.  Ensure the Strategic Planning Process Is Ongoing Rather Than Once-a-year
Don’t depend on the calendar to tell you when you should hold the next strategic planning session. Once-a-year is not often enough if you want to stay on top of today’s dynamic markets. Schedule regular opportunities to talk about and evaluate strategic alternatives and progress.

Establish a more flexible cycle where you can review the current plan and adjust as needed in real time.

4.  Have the Right Conversations at the Right Levels of the Organization
Keep it simple. Don’t muck up the strategy design process with conversations and decisions that can be made at a lower level. Just as it is wrong for managers to over-manage their team members, it is inefficient and ineffective for executives to have to decide operational issues that can (and should) be capably handled by staff. Reduce the bureaucracy and focus the discussions so you can keep your eyes on the prize.

5.  Prioritize and Allocate Resources According to the Future, Not Only the Past
At best, incremental strategies get incremental improvements. Your strategy design process should not be an incremental adjustment year after year. The slate should be swiped clean.

Ruthlessly allocate resources to the most critical future growth opportunities. In the end, this is in the entire organization’s best interest.

The Bottom Line
Are you one of the 2-out-of-3 executives who are unsatisfied with their strategy design process?  If you are, make sure you design a new strategic planning process that creates clarity, ambition, flexibility and implementability for your key stakeholders.

To learn more about upgrading your strategy design process, download Should You Facilitate Your Own Strategy Retreat? 3 Guidelines to Help You Decide

Comments are closed.

I consistently look to LSA Global when I need custom programs put together for my client groups. I can always count on LSA to do a thorough needs analysis and to put together spectacular programs that are well received. Their management development and performance management expertise and professionalism make them one of my top-rated learning and development partners.

Stephanie Webb
HR Program Manager

Rambus

PalmSource has found our relationship with LSA extremely beneficial. We worked closely with LSA to customize the right Management Training Program solution to meet our unique business needs. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner.

Ken Boehm
Vice President of Human Resources

I’ve been associated with LSA for the last 8 years and have found them to be an extremely professional, well managed full service training organization. Since working with LSA, I’ve participated in a number of solutions ranging from Performance Management to Assertiveness Training – I’ve found that the quality of the resources is superior. They are well prepared and have definitely done a considerable amount of pre-work in order to customize our culture and business into the total learning experience – making it most beneficial for our employees.

Duane Schroeder
Human Resource Manager

Here’s a token of my appreciation for ALL your efforts. I’m offering my most sincere appreciation, and it extends to all the folks who made our customized management development programs possible.

Susan Anderson
Workforce Planning Bureau

“We turned to LSA to help us custom design and deliver a leadership and management development curriculum to help drive performance. They have done an excellent job diagnosing the business situation, designing an approach that fits our culture, and delivering a first class solution.”

Sally Buchannan
VP Human Resources

The Next Generation Management Development courses have helped me communicate more effectively with my peers and teammates. By utilizing effective communication techniques such as clarifying and confirming, and asking open ended questions, I have been able to clarify and understand information in situations where I would have otherwise asked limited questions and made false assumptions.

Robert Breckner
Firmware Engineering Manager

We contacted LSA to help us with customized management development. LSA worked with me to identify a solution that would meet our exact needs. We decided to start at the top and ran the program for our executive team. It was such a great success that we hope to roll it out companywide. We look forward to a long-term partnership with LSA Global and their team of experts.

Barry L. Byrd, SPHR
Human Resources Manager

Working with LSA Global has proven to be extremely valuable and worthwhile. LSA understands our business, has deep expertise in content areas, and tailors the programs to deliver great results. The facilitator was extremely knowledgeable about Working Globally with India and her energy and passion made the session interesting, fun, and enjoyable for all that attended. The participants walked away extremely pleased along with highly useful practices and tools. I would highly recommend LSA Global to any company that has partners or offices in India.

Glenn McGillivray
Human Resources Business Partner

Intuit

We consider LSA Global our outsourced learning and development partner. We worked closely with LSA to customize a management development program to meet our growing business needs. I would highly recommend LSA to any company wanting to deliver quality learning solutions.

Terri Wright-Scheer
Vice President Human Resources

Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.

Janice Passarello
Director of Human Resources

What a refreshing change from the half-baked psycho-babble you normally get from training and consulting organizations. LSA gives you the practical and results-oriented assistance you need to define and reach your goal.  They provide a results driven plan – not just a temporary fix. They are great to work with, and even more importantly, they “get it!”

David Fiano
Vice President Human Resources

LSA provided top notch solutions right when and how we needed them. They exceeded my expectations from a speed, quality, and cost standpoint. I recommend them to anyone looking for a true business partner in the Learning and Development arena. The breadth and depth of their expertise has helped us hit tight deadlines across multiple projects.

Fortune 500 Financial Services Company
Director of Infrastructure & Technology

I have worked with LSA Global at previous companies and welcomed the opportunity to bring them in to support my new organization. We worked closely with LSA to design a solution for our Client Partner Teams and Management Training on both coasts. LSA designed a customized solution for our business and organizational culture. LSA is a quality organization, one that I’d recommend to any company looking for a first class training and consulting partner that makes an impact.

Laurie Torres
Chief People Officer

Congratulations on your pro-activity in establishing this program and developing such an effective New Employee Orientation course.

Farhat Ali
President and Chief Executive Office

Fujitsu

LSA’s Employee Engagement Consulting and Survey work has provided critical visibility into: how well our people are holding up under the general economic environment, as well as, the specific challenges that face biotechnology companies in their efforts to discover and develop new medicines; their level of alignment and commitment to XOMA’s Vision and mission critical strategies; how leadership practices and management systems support an environment that engender commitment, and the specific actions that our leaders can take to improve on areas that are important to our people. I highly recommend LSA’s employee engagement solutions.

Chris Wells
Vice President, HR and IT

Evaluate your Performance

Toolkits

Toolkits

Download key published insights and tools from industry experts highlighting best practices in the areas of talent, strategy and culture.

More

Health Checks

Health Checks

Want to know how you stack up against leading organizations?  Receive a complimentary benchmarking analysis courtesy of an LSA Expert.

More

Whitepapers

Whitepapers

Get up to speed on timely solutions critical to your business. Published by LSA Experts based upon client feedback and key industry trends.

More

Methodology

Methodologies

First we identify the key metrics you want to improve. Then we assemble a dedicated team of elite experts who have successfully solved similar problems with similar clients.

More

Blogs

Stay up to do date with the latest information on how we help high growth companies align their culture and talent with strategy.

More

Case Studies

Client Case Studies

Real world consulting and training approaches from LSA projects, providing insights on how your company can outperform the competition.

More