Strategic Planning Concepts
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Transcript of Strategic Planning Concepts
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Some Concepts to Help the Development of a
Strategic PlanningApril 2008
Mário Luís Tavares Ferreira
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Strategic Planning
Goals / Objectives
SWOT Analysis
Strategy
Implementation
Measurement and Evaluation
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SWOT
Internal Environment
Strengths Weaknesses
World class product
Financial resources
Know-how
Technical support
Internal processes
Channels network
External Environment
Opportunities Threats
Water & Energy crises
Environment awareness
Productivity improvement
Competitors market share
Euro X Dollar
Technology development
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TOWS matrix
Strengths Weaknesses
Opportunities
S-O strategies W-O strategies
Threats S-T strategies W-T strategies
S-O strategies pursue opportunities that are a good fit to the companies strengths.W-O strategies overcome weaknesses to pursue opportunities.S-T strategies identify ways that the firm can use its strengths to reduce its vulnerability to external threats.W-T strategies establish a defensive plan to prevent the firm's
weaknesses from making it highly susceptible to external threats.
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PEST analysis
A scan of the external macro-environment in which the company wants to operate (or operates) and can be expressed in terms of the following factors:
Political Economic Social Technological
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Total sales
Company’s sales
Product lines
Product config
Product items
Sector sales
ProductLevel
Territory
Region
Country
Client
WorldGeographical Level
Short term
Mediumterm
Longterm
Timing Level
Ninety ways to measure demand (6 x 5 x 3)
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Porter 5 Forces
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Value Chain
Identification of client’s
necessities
Identification of client’s
necessities
Satisfaction of Client’s
necessities
Satisfaction of Client’s
necessities
InnovationInnovation
ProcessProcess
Operation Operation ProcessProcess
Post SalesPost Sales
ProcessProcess
Market Market identificationidentification
products / products / services services definitiondefinition
products / products / services services creationcreation
Delivery Delivery products products
and and servicesservices
Services Services to the to the clientsclients
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Life cycle
Product development
introduction
maturitydecline
Sales & profit
Invest & expenses
Sales
Profit
growth
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Boston matrix – Product life cycle
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Directional policy matrix or GE-McKinsey matrix
The diameter of each pie is proportional to the Volume or Revenue accruing to each Segment, and the solid slice of each ‘pie’ represents the share of the market enjoyed by the Company.
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S curve
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Management
Management, control and evaluation
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Keys of Success - Facts of Failure
Deployment - Plan Completing
Success Failure>Assign roles and responsibilities
>Establish priorities
>Involve mid-level management as active participants
>Think it through - decide how to manage implementation
>Charge mid-level management with aligning lower-level plans
>Make careful choices about the contents of the plan and form it will take
>No accountability for deployment
>Too many goals, strategies, or objectives - no apparent priority
>Plan in a vacuum-functional focus
>No overall strategy to implement
>Make no attempt to link with day-to-day operations
>Not being thorough-glossing over the details
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Keys of Success - Facts of Failure
Deployment - Communicating
Success FailureAssign roles and responsibilities
Communicate the plan constantly
and consistently
Recognize the change process
Help people through the change
process
No accountability
Never talk about the plan
Ignore the emotional impact of change
Focus only on task accomplishment
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Keys of Success - Facts of Failure
Implementing - I
Success FailureAssign roles and responsibilities
Involve senior leaders
Define an infrastructure
Link goal groups
Phase integration of implementation
actions with workload
Involve everyone within the
organization
No accountability
Disengagement from process
Unmanaged activity
Fragmented accomplishment of
objectives leads to sub-optimization
Force people to choose between implementation and daily work; too many teams
No alignment of strategies
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Keys of Success - Facts of Failure
Implementing - II
Success FailureAllocate resources for implementation
Manage the change process
Evaluate results
Share lessons learned; acknowledge
successes through open and
frequent communication
Focus only on short term need for resources
Ignore or avoid change
No measurement system
Hide mistakes/lay blame;
limited/no communication
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Keys of Success - Facts of Failure
Strategic Measurement - I
Success FailureAssign roles and responsibilities
Use measurement to understand
the organization
Use measurement to provide a
consistent viewpoint from which to
gauge performance
Use measurement to provide an
integrated, focused view of the
future
No accountability
Sub-optimization: focus only on
efficiencies
Use measures that provide no real
information on performance; use
too many measures
Use measurement to focus on the
bottom-line only
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Keys of Success - Facts of Failure
Strategic Measurement - II
Success FailureUse measurement to communicate
policy (new strategic direction)
Update the measurement system
Use measurement to provide
quality feedback to the strategic
management process
Use measurement to control
Never review measures
Fail to use measurement to make
strategic, fact-based decisions; use
only for control
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Keys of Success - Facts of Failure
Evaluation
Success FailureAssign roles and responsibilities
Recognize when to update the plan
Modify strategic planning process to accommodate the more mature organization
Incorporate new leaders into the strategic planning process
Integrate measurement with strategic planning
Use experienced strategic planning facilitators
No accountability
Poor timing and not recognizing external forces
Rigid application of strategic planning process; ignore lessons learned from previous efforts
Ignore impact of new leaders
Don't use measurement information
Shortcut the process
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Measurement and evaluation – BSC
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Measurement and evaluation – BSC
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Measurement and evaluation – BSC
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Measurement and evaluation - BSC
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Five disciplines – Peter Senge
Personal Mastery: Aspiration involves formulating a coherent picture of the results
people most desire to gain as individuals, alongside a realistic assessment of the current state of their lives today.
Learning to cultivate the tension between vision and reality can expand people's capacity to make better choices, and to achieve more of the results that they have chosen.
Mental Models: Reflection and inquiry skills is focused around developing awareness
of the attitudes and perceptions that influence thought and interaction. By continually reflecting upon, talking about, and reconsidering these
internal pictures of the world, people can gain more capability in governing their actions and decisions.
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Five disciplines – Peter Senge
Shared Vision: Establishes a focus on mutual purpose. People learn to nourish a sense of commitment in a group or
organization by developing shared images of the future they seek to create, and the principles and guiding practices by which they hope to get there.
Team Learning: Group interaction. Through techniques like dialogue and skillful discussion, teams
transform their collective thinking, learning to mobilize their energies and actions to achieve common goals, and drawing forth an intelligence and ability greater than the sum of individual members' talents.
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Five disciplines – Peter Senge
Systems Thinking: People learn to better understand interdependency and
change, and thereby to deal more effectively with the forces that shape the consequences of our actions.
Systems thinking is based upon a growing body of theory about the behavior of feedback and complexity - the innate tendencies of a system that lead to growth or stability over time.
To help people see how to change systems more effectively and how to act more in tune with the larger processes of the natural and economic world.
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Project management - processes
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Project management – a process
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Project management – Process chain
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Project management – risk analysis