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Strategic Planning for An HR Audience - Monster.com

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Few things have the potential to galvanize an organization as much as a bold future. Setting a strong strategic direction for your organization is critical. Even your department and project teams will …

Few things have the potential to galvanize an organization as much as a bold future. Setting a strong strategic direction for your organization is critical. Even your department and project teams will benefit from focused planning. Unfortunately, people think that strategic planning expertise is solely the domain of highly specialized, external consultants who have to bring their special brand of mojo. Fortunately, there are tools and frameworks that are easy to use and follow and do not require multiple PhDs to decipher. .

This presentation will:
• Present an agile and scalable strategic planning framework
• Provide resources to contribute to a successful planning effort
• Explain techniques to successfully sustain the impact of your strategic planning process
• Demonstrate ways to make your meeting interactive and engaging
• Highlight five critical mistakes to avoid

Published in: Career, Business, Technology

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    • 1. Strategic Planning for an HR Audience http://www.facebook.com/monsterww @monster_works @monsterww http://www.monsterthinking.com/ http://www.youtube.com/user/MonsterVideoVault For more, visit http://hiring.monster.com Bill Treasurer & Laura Shiver Cohn Giant Leap Consulting’s Lead Strategic Planning Team Presented by:
    • 2. Agenda
      • Welcome
      • What’s the value of planning?
      • A walk through Giant Leap’s framework
      • Facilitation tips
      • Mistakes to avoid
    • 3. 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 One Two Three Four Five very boring Very engaging P O L L Please Vote to the Right of Your Screen
    • 4.
      • Why does a courage-building company
      • work on strategic planning?
      • It takes courage to set a bold direction!
    • 5.
      • Plans are worthless.
      • Planning is everything.
      • ~ Winston Churchill
    • 6. Why invest the resources in strategic planning?
      • Alignment
      • Process of Planning
    • 7. First Mistake:
      • Not including enough voices and perspectives when developing the plan
    • 8. Avoid the First Mistake By:
      • Conduct pre-session interviews with key stakeholders
      • Survey other stakeholders with online surveys
    • 9. Sample Interview Questions:
    • 10. Sample Survey Questions:
    • 11. Strategic Planning Framework
    • 12. Our collective reason for being, articulated for internal & external audience. “ Mini-vision” for each goal. Our high-level goals for successfully reaching our mission. The “yardsticks” to gauge progress. Specific targets on each yardstick. Concrete steps and who will own them.
    • 13.
      • high-level
      • collective
      • long-term
      WHY
      • concrete
      • individual
      • near-term
      HOW
    • 14. 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
    • 15. Our collective reason for being, articulated for internal & external audience.
    • 16. 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? One Two Three Four Five Not at all Completely P O L L Please Vote to the Right of Your Screen
    • 17. Elevator Speech:
      • Clarifies what the organization does
      • Identifies the unique contribution of the organization
      • Inspires people to want to learn more about the organization
    • 18. Second Mistake:
      • Not using the plan you create
    • 19. 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
    • 20. “ Mini-vision” for each goal. Our high-level goals for successfully reaching our mission.
    • 21.
      • HR Goals could include:
      • Recruiting
      • Performance Management
      • Compliance/EEOC
      • Staff Development
      • Talent Management
    • 22. Staff Development Goal: Proactively educate and develop our staff so that everyone demonstrates a high degree of skill and professionalism.
    • 23. 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
    • 24. 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.
    • 25. 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
    • 26. Process Tips:
      • Pre-draft goal statements.
      • Five-finger voting technique.
      • Quality checks.
    • 27. Third Mistake:
      • Jumping straight to action
    • 28. 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
    • 29. The “yardsticks” to gauge progress. Specific targets on each yardstick.
    • 30.
      • Specific
      • Measurable
      • Achievable
      • Realistic
      • Time-bound
      Get SMART Targets:
    • 31.
      • 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:
    • 32. 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.
    • 33. Fourth Mistake:
      • Lack of linkage
    • 34. Avoid the Fourth Mistake By:
      • Post output to walls
      • Use quality checks
      • Always test for linkage
    • 35. Concrete steps and who will own them.
    • 36. Strategic activity is always superimposed on full work schedules.
    • 37. 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.
    • 38. Goal Area: Optimal Outcome: SMART Target: Point(s) of Contact: Due Date: Action Item:
    • 39. Dot Voting Technique:
    • 40. Fifth Mistake:
      • Lack of accountability
    • 41. Avoid the Fifth Mistake By:
      • Appoint overseers
      • Use templates
      • Hold momentum meetings
      • Celebrate success
    • 42. Any Questions:
      • Thanks for participating today.
      • Get five more Strategic Planning tips by signing up for Giant Leap’s newsletter at giantleapconsulting.com,
      • but you’ve got to do it within 48 hours!