Knowing “Why” and “What” before embracing “How” eliminates wasteful time and effort.
“Strategies represent an organization’s blueprint to enable the right kind of build”
Strategic Planning Model
What might the inside of a Learning Strategy look like?
Proven Approach & Methodology it works because we provide the following:
Conducting a gap analysis through a future state paradigm
- What will it take to get to the future state
- Identify specific recommendations to close each gap
- Propose the timing for each recommendation
- Identify actions to preserve current state items required for the future
Ensuring arrival at the desired state and journey progress management
- Articulation of Measurement Guiding Principles
- Prioritized Recommendations
- Strategy Map
- A Quick Reference Critical Measurement Dashboard
Driven by the current Business Environment; Current State of the business; Core Ideology which includes Vision; and Best Practice Research a thoughtful Strategy Development process is initiated which includes: required infrastructure and any or all elements indicated below.
A communication plan is an imperative. We will either work with an Internal Specialist or provide one to identify and deploy stakeholder specific messaging and support BRANDING considerations.
How we involve key stakeholders in Strategy Development pays huge dividends in the deployment with engaged Business Advocates that will be instrumental in successful execution.
What's included in a (people) Strategy?
This can be a comprehensive exercise that can take nine to fifteen months to complete with the client’s active participation. It is focused on aligning people processes and practices with the organization’s Strategic Business Plan, while maximizing effort around high impact practices. For “most nonprofit” organizations and smaller businesses, a mini strategy may be more appropriate which embraces the critical components and typically takes three to six months.
The content includes business environment assumptions, strategic business priorities and imperatives, vision, best practice research on high impact people practices (i.e., Rewards, Performance Management, Learning, etc.), required capability (including principles, people, financial, technology, governance and organization design), gap analysis, recommendations, and a measurement dashboard.