There is strength in having a clear direction. You may be familiar with the popular saying, “You can have the top airplane or the most advanced ship, but without a knowledgeable pilot or captain, you won’t reach your destination.” Clarity holds power. Having a vision and seeing it through to realization is crucial, especially in strategic planning.

A goal without a plan is just a wish.

Commencing on a new strategic plan for your district, developmental disabilities board, or non-profit can appear daunting initially, with numerous tasks, responsibilities, and components. To align all moving pieces from the outset, defining success with clarity and comprehension is vital.

At its essence, strategic planning is the process in which an organization acquires input from key stakeholders, establishes objectives based on this information, sets a timeline for accomplishing the goals, and identifies the necessary steps or actions to achieve the desired results.

When setting your goals, frustration is likely to arise if your staff or board members lack a clear understanding of the destination you aim for. According to behavioral scientist Steve Maraboli, “It’s a lack of clarity that leads to chaos and frustration. These emotions hinder any goal.”

This lack of clarity also applies on an individual level. Reflect on instances where you felt frustrated due to unfulfilled aspirations. What are your dreams? What brings you fulfillment? Most individuals struggle to answer these questions, leading to frustration from unmet potential. The truth is, without a clear direction, frustration over unattained goals should not arise.

This principle extends to organizations. Without a defined path, an organization will never reach its destination.

Establishing Crystal-Clear Clarity: Defining Success

The initial step in crafting your strategic plan’s vision is to achieve absolute clarity in your objectives. What constitutes success? How is success distinctly defined? If you can’t envision the specifics of success and grasp its meaning, your organization will not reach success. That’s the key. This process, known as “vision casting,” involves painting a picture of the future when all strategic goals are achieved. During this stage, stakeholders should consider questions like:

• What will the organization we aspire to have look like in three years?
  • Ask your senior staff to use specific descriptors to demonstrate what this looks like.
• What strengths will we use as a foundation to achieve our vision?
• What weaknesses/obstacles must we overcome to achieve our vision?
• What threats and opportunities must we be aware of to achieve our vision?

Establishing absolute clarity around your vision will propel your organization forward in the process.

Taking Accountability: Designating Action Items to Individuals

The subsequent step in the strategic planning process involves gathering feedback from stakeholders. Whether you conduct phone polls, use surveys, or host focus groups, it is crucial to inquire about what success entails from key stakeholders. Keep in mind that your strategic plan must be actionable, but it must also be the genuine plan of your stakeholders so they take ownership of it.

As you build out a series of goals, objectives and action steps, you should begin to assign these tasks to specific individuals in your organization. It is critical that these assignments are time-bound and achievable.

Let’s delve deeper into this…

Suppose you have identified enhancing external communications as one of your goals. This represents a significant organizational objective. Subsequently, define the specific actions required to achieve this goal, known as objectives.

For instance, your objective for improving external communications may involve developing a new website. Beneath this objective, outline a set of action steps that will facilitate its achievement. These action steps should be allocated to designated individuals and adhere to specific timeframes.

Empower Individuals to Make Choices

When assigning tasks to your team, a key element for clarity and success lies in individual empowerment. Allowing participants to select the pieces they will work on, along with setting their own timelines for completion, is crucial. By involving individuals in crafting the action plan, they take on additional responsibility for executing their tasks.

Encouraging individuals to choose their tasks can be enhanced by making the selection process a team-wide affair. When a person says they will do something in front of their colleagues by a specific date, there’s serious power in that.

In Conclusion…

When embarking on personal or professional goals, start by defining success clearly and outlining the necessary steps for achievement. Remember, a journey of a thousand miles begins with a single step. As you map out your strategic plan, approach it day by day. Break down your objectives into manageable steps to pave your way to success.

If you are looking for clarity and a partner to guide your strategic planning process?
Contact us!