Leader's Coaching Toolkit · All of the above areas of inquiry are not there for academic reasons....

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Leader's Coaching

Toolkit www.CenterForExecutiveCoaching.com

Strategic Planning



Leader's Coaching


Welcome to The Leader's Coaching Toolkit framework: Strategic Planning

Situations/Presenting Problems:

The individual needs to plan strategic direction but lacks a framework to do so.

A team can't agree on what strategy is or how to get it done.

The individual has a strategy but it is not getting implemented.

The individual doesn't want to spend a fortune on an outside consultant for an invasive strategic planning session.

The individual wants to use strategic planning as a way to develop employees, by having a team participate.

Benefits:

This particular framework covers the 3 key areas of strategy and so is comprehensive (big picture strategic

questions, priorities, execution).

Gives a common language for discussing strategy to the individual and his or her team, and so strategy gets done

more efficiently.

Takes the typical consulting jargon out of the process, because this is a very practical yet effective approach.

Individual can plan strategy for a fraction of the cost of hiring a consulting firm, and yet still have an objective

outsider moves things forward with efficiency.

The individual can discover ways to give the organization an edge in the market.

Moves from big picture ideas to actually making things happen.

With this approach, a big binder won't be sitting on the shelf collecting dust.

Individuals who can benefit from the "Strategic Planning" framework might also benefit from these:

Framework Rationale

Influence others Strategic planning relies on strong influence skills as different directions are considered.

Succession planning Succession planning begins with an understanding of current and future strategic drivers, and the implications of these drivers on talent and capacity needs.

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Leader's Coaching


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Individuals who can benefit from the "Strategic Planning" framework might also benefit from these:

Framework Rationale

Communicate simply and powerfully

Strategy gets done more often when leaders can communicate strategic direction clearly.

Build high-performing teams High-performing teams work together to plan and implement strategy.

The attitudes of the leader Strategy requires leadership, and leaders need the right attitudes to make strategy happen.

Engage and mobilize employees An engaged group of employees is more likely to work together to implement challenging strategies.



Leader's Coaching


Strategic Planning: Table of Contents

Area of Inquiry Rationale

The Process Start by understanding the goals, timing, and overall strategic planning process.

Mission Help the individual get clarity about mission -- but without tedious mission crafting meetings.

Vision Vision is an important part of any strategic plan.

Core Values The strongest organizations know who they are, including a strong sense of values.

Customers There is no strategy without a focus on current and prospective target markets and customers.

Products Strategy defines how we serve customers with specific products, services, and solutions -- and how we don't.

Competitors Strategic planning must consider who the competition is and where they are heading.

Other Environmental Factors Other factors also come into play, such as government, labor markets, and new technologies.

Strengths and Weaknesses The traditional SWOT analysis can reinforce the aspects of strategy already covered.

Opportunities and Threats Ditto.

Our Edge One of the most important strategic questions to answer is, "What is our edge?" or "What do we do best?"

Initiative List

All of the above areas of inquiry are not there for academic reasons. They are designed to uncover potential strategic initiatives, and from there develop a short list of no more than 3 key priorities, along with an overarching strategic theme.

Initiative Plan of Action Strategy is meaningless without execution. Execution often requires tough decisions about roles, taking things off employees' plates, new hires, resources, compensation, communication, and accountability.



Leader's Coaching


Planning Out the Strategic Planning Process

Define the outcome you want from the strategic planning process, including key areas of focus or decision points:

Who leads the process?

Who from senior leadership is involved?

Which other employees are involved, and in what role?

How will decisions be made about the strategy?

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Leader's Coaching


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By when does the process need to be complete?

Who develops the schedule, participant list, and agenda?

Who drives the process of involving employees, conducting research, and synthesizing findings?

What is the time frame of the strategy (1 year? 2 years? 3 years?)?



Leader's Coaching


Mission: A three-step process for an instant mission

We use our core talents:

We do the following things to express those talents:

In order to create a world in which all people:



Leader's Coaching


Vision

Here is a clear picture of where we want to be in:

Time Frame

We are famous for

Our customers include

Locations Number of employees

Revenues Profits Products/ Services

Breakthroughs

1 year

3 years

5 years



Leader's Coaching


Core Values

My top 5 non-negotiable core values include:

Examples of how we live these values

Idea Joggers

Accountability Dignity Justice Responsibility

Achievement Diversity Knowledge Results

Adaptability Empathy Leadership Reverence

Advancement Energy Learning Risk Taking

Adventure Enthusiasm Listening Safety

Attentiveness Entrepreneurship Long-term View Security

Authority Environmental Awareness Love Service

Balance Ethics Loyalty Socializing

Being the Best Fairness Making a Difference Spirituality

Belonging Faith Money Stamina

Caring Family Opportunities Status

Caution Friendship Organization Success

Challenge Focus Partnering Teamwork

Collegiality Forgiveness Peace Tolerance

Collaboration Honesty Positivity Tradition

Community Humor/Fun Power Trust

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Leader's Coaching


Idea Joggers (continued)

Compassion Improvement Prestige Unity

Competition Independence Productivity Variety

Confidence Influence Profit Vision

Contribution Initiative Purpose Wealth

Control Innovation Quality Winning

Cooperation Integrity Recognition Wisdom

Creativity Intelligence Resilience

Customer satisfaction Involvement Respect



Leader's Coaching


Customers

Target Markets

Growth Potential (High, Med, Low)

Profit Potential (High, Med, Low)

Life Cycle (Emerging, Mature, Etc)

Definition of an Ideal Customer in that Segment

Definition of a "B" or "C" Customer in that Segment

Our Current Share of Market

Our Potential Share of Market

Their Key Buying Criteria

How They Learn About Us

Competitors and their Strengths

Opportunities to Better Serve Each Customer

Fit with our "Sweet Spot"

Possible Initiatives



Leader's Coaching


Products

Product

Primary Customer(s) for Product

Growth Potential (High, Med, Low)

Profit Potential (High, Med, Low)

Market Share Potential (High, Med, Low)

Strengths vs. Competition

Weaknesses vs. Competition

Fit with our "Sweet Spot"

Possible Initiatives



Leader's Coaching


Competitors

Competitor Name

Their Strengths

Their Weaknesses

Their Niche

Their Strongest Target Market

Main Threat to Us

Potential Initiatives to Beat Them



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Other Environmental Factors

Factor Trends and Changes Implications for Our Strategy

Emerging Technologies

Emerging Information

Capital Markets

Government

Suppliers

Labor Market

Other



Leader's Coaching


Strengths and Weaknesses

Start with the list below and add other strengths and weaknesses within your company.

Factor Strengths Weaknesses Implications for

Strategy

Service

Quality

Cost

Speed

Innovation

Understanding customer needs

Customer loyalty

Proprietary technology

Alignment of executive team

Information systems

Strategic alliances

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Leader's Coaching


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Factor Strengths Weaknesses Implications for

Strategy

Scale/size

Sales and distribution

Operational efficiency

Financial strength

Financial controls

Marketing strategy and execution

Recruiting, retaining, and developing top talent

HR Systems

Products and Services

Other

Other

Other



Leader's Coaching


Opportunities and Threats

Key Opportunities How We Will Build

on Strengths to Seize Opportunities

How We Will Shore Up Our Weaknesses

to Seize Opportunities Key Threats

How We Will Build on Strengths to Defend Threat

How We Will Shore Up Our Weaknesses

to Defend Threat



Leader's Coaching


Our Edge

Choose what your company does best now, and what it needs to be best at in the future. Consider reading "The Discipline of Market Leaders" for a good framework (Operational Excellence, Product Leadership, and Customer Intimacy). Also consider options that might include: scale or size, marketing, distribution, sales, licensing technology, finding exclusive sources of supplies or labor, making deals (e.g. Berkshire Hathaway), etc.

What We Do Best What We Should Do Best

Going Forward

Implications for Strategy/Potential Strategic

Initiatives



Leader's Coaching


Initiatives List

Given all of the previous work done, what are the key initiatives to put in place during the period that the new strategic plan covers? Rank each one so you know which the top 3-5 priorities are. For this exercise, focus on large-scale organizational initiatives. The next tab will allow you to have "trickle down" initiatives for various units.

Initiative Initiative Champion(s) Priority?



Leader's Coaching


Initiative Plan of Action

For each initiative, list what needs to be done for the initiative to succeed:

Initiative Name:

Champion:

Definition of Success/Metrics for Overall Success:

Key Stakeholders Involved:

Budget:

Key Short-Term Milestones To Prove Momentum:

Additional Milestones

New Roles Required:

Training Required:

Capital Equipment:

Communication Plan:

Other Support/Success Factors:

Key Risks and How We Manage Them:

What We Stop Doing or Take off People's Plates to Free Time and Capacity:



Leader's Coaching


What Else is Required for True Accountability and Alignment:

The following areas must cooperate as follows:

Area Their Responsibilities/Sub-Initiatives

Marketing

Sales

Distribution

Quality

Human Resources

Finance

Accounting

R&D

Product Development

Manufacturing and Operations

Sourcing/Supply Chain

Other

Other

Leader's Coaching Toolkit · All of the above areas of inquiry are not there for academic reasons....

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