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:

Agenda

Welcome

What’s the value of planning?

A walk through Giant Leap’s framework

Facilitation tips

Mistakes to avoid

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

Why does a courage-building company work on strategic planning?

It takes courage to set a bold direction!

Plans are worthless.

Planning is everything.~ Winston Churchill

Why invest the resources in strategic planning?• Alignment

• Process of Planning

First Mistake:

Not including enough voices and perspectives when developing the plan

Avoid the First Mistake By:

• Conduct pre-session interviews with key stakeholders

• Survey other stakeholders with online surveys

Sample Interview Questions:

Sample Survey Questions:

Strategic Planning Framework

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.

• high-level• collective• long-term

• concrete• individual• near-term

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

Our collective reason for being, articulated for internal & external audience.

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

OneTwoThreeFourFive

Not at all

Completely

Elevator Speech:

• Clarifies what the organization does

• Identifies the unique contribution of the organization

• Inspires people to want to learn more about the organization

Second Mistake:

Not using the plan you create

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

““Mini-vision” for each goal.Mini-vision” for each goal.

Our high-level goals for successfully reaching our mission.

HR Goals could include:

• Recruiting

• Performance Management

• Compliance/EEOC

• Staff Development

• Talent Management

Staff Development Goal:

Proactively educate and develop our staff so that everyone demonstrates a high degree of skill and professionalism.

Example Goal Areas:

• Client Relationships• Technology• Employees

EMPLOYEE Goal Statement: We become the premier employer for exceptionally talented technical professionals who are passionate about our mission

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.

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

Process Tips:• Pre-draft goal statements.

• Five-finger voting technique.

• Quality checks.

Third Mistake:

Jumping straight to action

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

The “yardsticks” to gauge progress.

Specific targets on each yardstick.

• Specific

• Measurable

• Achievable

• Realistic

• Time-bound

Get SMART Targets:

• 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

Example SMART Targets:

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.

Fourth Mistake:

Lack of linkage

Avoid the Fourth Mistake By:

• Post output to walls

• Use quality checks

• Always test for linkage

Concrete steps and who will own them.

Strategic activity is always superimposed on full work

schedules.

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.

Goal Area: Optimal Outcome: SMART Target:

Point(s) of Contact: Due Date:

Action Item:

Dot Voting Technique:

Fifth Mistake:

Lack of accountability

Avoid the Fifth Mistake By:

• Appoint overseers

• Use templates

• Hold momentum meetings

• Celebrate success

Any Questions:

Thanks for participating today.

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Strategic Planning for An HR Audience - Monster.com

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