Strategic Planning for An HR Audience - Monster.com
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Transcript of Strategic Planning for An HR Audience - Monster.com
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Strategic Planning for an HR Audience
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Bill Treasurer & Laura Shiver CohnGiant Leap Consulting’s Lead Strategic Planning Team
Presented by:
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Agenda
Welcome
What’s the value of planning?
A walk through Giant Leap’s framework
Facilitation tips
Mistakes to avoid
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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On a scale of 1 to 5, where 1 means very boring and 5 means very engaging, how boring have past strategic planning meetings been that you attended
OneTwoThreeFourFive
P O L L
Please Vote to the Right of Your Screen
very boring
Very engaging
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Why does a courage-building company work on strategic planning?
It takes courage to set a bold direction!
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Plans are worthless.
Planning is everything.~ Winston Churchill
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Why invest the resources in strategic planning?• Alignment
• Process of Planning
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
First Mistake:
Not including enough voices and perspectives when developing the plan
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Avoid the First Mistake By:
• Conduct pre-session interviews with key stakeholders
• Survey other stakeholders with online surveys
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Sample Interview Questions:
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Sample Survey Questions:
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Strategic Planning Framework
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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Our collective reason for being, articulated for internal & external audience.
““Mini-vision” for each goal.Mini-vision” for each goal.
Our high-level goals for successfully reaching our mission.
The “yardsticks” to gauge progress.
Specific targets on each yardstick. Specific targets on each yardstick.
Concrete steps and who will own them.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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• high-level• collective• long-term
WHY
• concrete• individual• near-term
HOW
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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Why are you participating today?
Interested in an organizational strategic plan
Interested in a department strategic plan
Interested in a project team strategic plan
Interested in just learning more
P O L L
Please Vote to the Right of Your Screen
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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Our collective reason for being, articulated for internal & external audience.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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On a scale of 1 to 5, where 1 means not at all and 5 means completely, how well do you think the people you work with understand the mission of your organization?
P O L L
Please Vote to the Right of Your Screen
OneTwoThreeFourFive
Not at all
Completely
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Elevator Speech:
• Clarifies what the organization does
• Identifies the unique contribution of the organization
• Inspires people to want to learn more about the organization
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Second Mistake:
Not using the plan you create
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Avoid the Second Mistake By:
• Ensure that someone has the responsibility for completing and distributing the plan
• Incorporate contribution to strategic initiatives into the performance review process
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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““Mini-vision” for each goal.Mini-vision” for each goal.
Our high-level goals for successfully reaching our mission.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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HR Goals could include:
• Recruiting
• Performance Management
• Compliance/EEOC
• Staff Development
• Talent Management
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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Staff Development Goal:
Proactively educate and develop our staff so that everyone demonstrates a high degree of skill and professionalism.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Example Goal Areas:
• Client Relationships• Technology• Employees
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EMPLOYEE Goal Statement: We become the premier employer for exceptionally talented technical professionals who are passionate about our mission
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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Staff Development Goal: Proactively educate and develop our staff so that everyone demonstrates a high degree of skill and professionalism.
OO: HR department receives positive unsolicited feedback from the other departments and business units about our exemplary professional.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Example Optimal Outcomes:
Knowledge Transfer:Innovations with other fields, institutions, and companies are shared
Leadership & Management:Cross-organization training and collaboration increases
Outreach:Public has new awareness on how adults can protect local waterways
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Process Tips:• Pre-draft goal statements.
• Five-finger voting technique.
• Quality checks.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Third Mistake:
Jumping straight to action
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Avoid the Third Mistake By:
• Spend the time to define the big picture
• Explain that following the process yields higher quality results
• Be sure you can explain the How and the Why
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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The “yardsticks” to gauge progress.
Specific targets on each yardstick.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
• Specific
• Measurable
• Achievable
• Realistic
• Time-bound
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Get SMART Targets:
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
• 75% of facilitators report being engaged, empowered, and productive on annual survey to be administered by 12/1/12
• Increase number of new initiatives emerging from staff by 25% by 12/2012 as measured by annual review
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Example SMART Targets:
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Staff Development Goal: Proactively educate and develop our staff so that everyone demonstrates a high degree of skill and professionalism.
OO: HR department receives positive unsolicited feedback from the other departments and business units about our exemplary professional.
UM: Positive unsolicited accolades from other departments and business units.
SMART: 2 positive unsolicited accolades p/quarter. 1 positive accolade per team member p/year.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Fourth Mistake:
Lack of linkage
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Avoid the Fourth Mistake By:
• Post output to walls
• Use quality checks
• Always test for linkage
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Concrete steps and who will own them.
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Strategic activity is always superimposed on full work
schedules.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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Staff Development Goal: Proactively educate and develop our staff so that everyone demonstrates a high degree of skill and professionalism.OO: HR department receives positive unsolicited feedback from the other departments and business units about our exemplary professional.UM: Positive unsolicited accolades from other departments and business units.SMART: 2 positive unsolicited accolades p/quarter. 1 positive accolade per team member p/year.
Action: Send internal survey to dept. and BU execs to understand how they define professionalism by 2/15/12.
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Goal Area: Optimal Outcome: SMART Target:
Point(s) of Contact: Due Date:
Action Item:
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
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Dot Voting Technique:
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Fifth Mistake:
Lack of accountability
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Avoid the Fifth Mistake By:
• Appoint overseers
• Use templates
• Hold momentum meetings
• Celebrate success
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Strategic Planning for an HR Audience: Envisioning a Courageous FutureCopyright © 2012 Giant Leap Consulting
Any Questions:
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