In order for the strategic plan to be fully implemented, you must gather the support of the entire organization. The plan is endorsed at the top of the organization (by the CEO, board, etc.) and filtered throughout. You don’t want anyone working at cross purposes to what is in the plan, and having them well advised will avoid problems. In implementing the plan, you need to include the following elements, which we call ABC to W:
- Accountabilities
- Benchmarks
- Complete
- WIIFM
Accountabilities
Make sure that you do a thorough job in assigning responsibilities and accountabilities. If people do not understand what you want, they cannot deliver it. If you can make sure that accountability provides opportunities for growth and development, you are more likely to engage people in achieving the vision.
Benchmarks
How frequently will you review the plan? Monthly? Quarterly? Every six months? To successfully achieve your stated goals, it’s essential that you and your team stay aligned. The plan should be reviewed consistently, whether certain aspects are assessed quarterly while others are evaluated on a different schedule.
Regular reference to the plan is crucial, and it should be integrated with the performance objectives set for each team member. The results of these evaluations should be communicated to the executives regularly, ensuring they are informed about the plan’s progress, their performance status, your expectations, any necessary adjustments, and the reasons behind those changes.
Complete
Your ability to forecast, schedule, and plan will have a considerable effect on whether people understand what you want. Make sure that you deliver the contents of a complete plan, rather than just little pieces of it. Get the help you need from people who can support your efforts. (Don’t forget to look internally for that help; your own people may be talented in ways that surprise you!)
WIIFM (What’s In It For Me)
You might wish to believe that employees are motivated by altruistic reasons, but that’s often not the case. While management training encourages individuals to act as if they own the business and to invest emotionally in their work, this mindset doesn’t always resonate with everyone. It’s important to clearly communicate the personal benefits of the strategic plan to your team.
How does the plan impact their lives, their community, and the environment? Once the plan is implemented, will their roles become more interesting, challenging, or meaningful? Will it lead to greater efficiency, improved safety, or higher pay?
