Nonprofit Capacity Conference 2014: The Power of Proactive Planning.
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Transcript of Nonprofit Capacity Conference 2014: The Power of Proactive Planning.
![Page 1: Nonprofit Capacity Conference 2014: The Power of Proactive Planning.](https://reader036.fdocuments.us/reader036/viewer/2022062516/56649e6d5503460f94b6c064/html5/thumbnails/1.jpg)
Nonprofit Capacity Conference
2014: The Power of Proactive Planning
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Agenda
1. Strategic Planning Overview1. Strategic Planning Overview
2. Best Practices / Pitfalls2. Best Practices / Pitfalls
3. Planning Model3. Planning Model
4. Q&A4. Q&A
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What is Strategic Planning?
The process by which leaders of an organization determine what it intends to be in the
future, and how it will get there
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Benefits of Strategic Planning
Builds consensus for goals, objectives & priorities
Provides a basis for resource allocations & operational planning
Defines baselines for measuring & controlling outcomes
Helps evaluate departmental performance
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The Power of Planning
Strategy Alone =
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The Power of Planning
Strategy + Implementation = Business Results
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Cascading the Plan
Dept. Plan
TEXTTEXT TEXT
Dept. Plan Dept. Plan
StrategicPlan
Project Plan Policy/Procedure Project Plan Policy/Procedure
Top down planning Bottom up results
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Common Pitfalls
• Business as usual• Not my problem
Lack of Ownership
• Anxiety• Misunderstanding
Lack of Communication
• Mired in day to day• Goals seem irrelevant
Lack of Integration/
Measurement
• Confusion• Frustration
Lack of Relevance
Failure to produce intended
results
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Best Practices
• Buy-in• Ownership
Involve/Assign Staff
• Clear understanding• Excitement
Regular Communication
• Activities tied to goals• Clear line of sight
Integrated into Operations &
Measured
• Clear understanding of departmental role and unique contribution
Goals are Relevant
Business results!
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Steps in Planning
STEP 1 Analysis
• Department-specific Information gathering (SWOT or SPOT)
• Understanding the business• Evaluation of departmental role in
impacting the outcomes
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Steps in Planning
STEP 1 Analysis
STEP 2 Vision
Mission Role
• Where are we going as a department?• What is our purpose with respect to
the larger organization?• What is our role in achieving
organizational goals?
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Steps in Planning
STEP 1 Analysis
STEP 2 Vision
Mission Role
STEP 3 Broad Goals
• What results generally do we want to accomplish?
• How will our department help achieve organizational goals?
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Steps in Planning
STEP 1 Analysis
STEP 2 Vision
Mission Role
STEP 3 Broad Goals
STEP 4 Objectives
• What specifically will we each do to reach our department’s goals? The organization’s goals?
• Does it meet the “SMART” criteria?
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SMART Objectives:
• Provide clear direction to supervisors and employees about outcomes, not actions
• Provide a common frame of reference for performance management
• Define success, and cultivate a sense of fulfillment
• Help clarify the specific expectations of the supervisor and employee
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SMART Objectives:
By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
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SMART Objectives:
By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
Specific: Why
Specific: What
Specific: How
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SMART Objectives:
By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
Measurable: Is the
performance system
operational by August 1?
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SMART Objectives:
By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
Attainable: Do you have the skill set,
resources and ability to
achieve the goal?
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SMART Objectives:
By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
Results Focused:
What is the result of
reaching the goal?
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SMART Objectives:
By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.
Time Based: By when will you achieve
the goal?
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Steps in Planning
STEP 1 Analysis
STEP 2 Vision
Mission Role
STEP 3 Broad Goals
STEP 4 Objectives
STEP 5
Barriers CSF’s
• What could stand in our way?• What needs to go right in
order to succeed?
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Steps in Planning
STEP 1 Analysis
STEP 2 Vision
Mission Role
STEP 3 Broad Goals
STEP 4 Objectives
STEP 5
Barriers CSF’s
STEP 6 Tactics
• What specific products, services or initiatives will we undertake?
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Steps in Planning
STEP 1 Analysis
STEP 2 Vision
Mission Role
STEP 3 Broad Goals
STEP 4 Objectives
STEP 5
Barriers CSF’s
STEP 6 Tactics
STEP 7 Communicate
Review Adjust
• How will we measure our progress?• How often will we review ourselves?• Are our efforts helping to achieve
organizational goals?
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Communicating Strategy
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Communicating Strategy
Audience Mission/ Vision
Strategic Objectives Goals Individual
Actions KPI’s
Board
Managers
Staff
Community
Funders
Tip: Consider Message, Channel and Frequency
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Strategy Dashboard
Strategic Priority Objectives Tactics Owner Timeline KPI’s
Goal or Priority 1
Obj. 1 1.
2.
3.
Obj. 2 1.
2.
3.
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