Getting in a taxi and asking the driver to take you somewhere (anywhere) is like being in your business every day and not having a plan. It will be expensive, time consuming and you may not like where you end up.
Having a plan allows you to set a map, with directions, that arms you with clarity on how to get there in the shortest and most economic way.
So here’s the Simplest Strategy Plan Ever to create and follow!
This is best done with your team, so together you can draw from the Collective Intelligence of you all. More importantly, you gain the commitment and buy-in of all to make it happen. This exercise will take only a few hours to complete.
Be clear in your intention on the outcome you want to achieve at the start. The Plan needs to have as much detail as you and your team can get to. Going through this process together is very powerful and can uncover some areas you hadn’t considered already.
Begin by writing on a flip chart the end you have in mind – WHAT WE WANT TO ACHIEVE IN THE NEXT 12 MONTHS.
This four-step process uses four frequencies of the Talent Dynamics Business Development Pathway.
What are the key ‘big goals’ that you see need to take place in the next 12 months?
Using post-it notes, write up all of the activities/projects that need to occur under each of those big goals. Start to place each of the projects under Frequency Headers for each of the big goals, so you can see the level of activity required by each Frequency and team member. Check projects are under the correct frequency before continuing, as the next section depends on it. If in doubt you can define where it sits by asking yourself – What is the overall purpose of this project and who would execute it? Organise the goals in order of priority.
Look at who is the best person to take accountability for each of the projects you have listed. It’s easy to do this when you have the projects listed by Frequency as you can connect up the best profiles with the appropriate projects. Ensure every Key Goal and every individual project has a person accountable for its delivery. Start to prioritise the projects so you can get an idea of the level of activity by person and by month.
Take all of the projects that you have created under the big goals and put them in priority order. Put some actual completion dates against them and make sure that you have items in every quarter or month of the year going forward. Resist trying to put everything into the next few months. Every activity needs to have a deadline for delivery or to go live. From this you can create a document that you will be able to review on a monthly basis with your team. Every project should have a team member accountable for its delivery. Projects left with no one accountable are unlikely to happen.
Now look at how any of the processes and projects can be systemised or need to be put into a system to be measured and evaluated. For example – your sales and marketing projects – how will their success be captured and measured by your IT system? What tools will you put in place to ensure replicable and speedy capture and delivery? What data or information will need to be sourced or captured as part of raising your efficiency and effectiveness? This frequency Now you already have some idea as to what you want to achieve with whom, when it should happen and how you will measure it.
This Strategy Plan is simple to do, engages team members and enables all to commit to the plan and their accountabilities within it. It’s best achieved if people have a good idea of the Frequencies and also of their own personal Talent Dynamics profiles as they will know what to commit to that they will enjoy and flow with and what to allow others to do because of their talents.
Call us if you would like assistance in making this happen in your business, we’ll be happy to help.
With acknowledgement to Roger James Hamilton for his work on Talent Dynamics.