Strategic Planning For Success

Onsite Strategic Planning Workshop to define strategic goals and implement proven strategic planning processes.

This strategic thinking and planning workshop trains managers on how to implement proven strategic planning processes and create a strategic plan for organizational change. The highly interactive workshop helps managers hone their strategic thinking skills to define strategic department that are in alignment with organizational goals and create a strategic plan based on how decisions made today will impact the future of the organization.

 Develop Your Strategic Thinking Abilities.

Who Should Attend

All key stakeholders involved in determining the direction, identity and vision of the organization.

Training Benefits 

• Develop the strategic plan to help the organization focus its energy
• Ensure everyone in the organization is working toward the same goals
• Assess and adjust the organization’s direction in response to a changing environment 
• Use strategic planning as a management tool for making decisions and taking actions
• Define what the organization is
• Define what the organization does
• Define why the organization does it 

Overview of Topics Covered and Learning Points Developed

Module One

Performance objective – By the end of Module One, a work plan is developed.

• Identify specific issues the planning process should address
• Clarify roles
• Create a “planning committee”
• Develop an organizational profile
• Identify the information that must be collected to help make sound decisions

Module Two

Performance objective – By the end of Module Two, a draft mission statement and a draft vision statement are developed.

• Purpose – why the organization exists, and what it seeks to accomplish
• Business – main method or activity through which the organization tries to fulfill this purpose
• Values – principles or beliefs that guide an organization’s members as they pursue the organization’s purpose

Module Three

Performance objective – By the end of Module Three, a database of quality information that can be used to make decisions, a list of critical issues which demand a response from the organization, and the most important issues the organization needs to deal with will have been developed.

• Collecting internal and external perceptions about the organization
• What are the organization’s internal strengths
• What are the organization’s internal weaknesses
• What external opportunities might move the organization forward
• What external threats might hold the organization back
• Evaluating programs’ impact on clients
• Evaluating programs through cost/benefit analysis
• Analyzing programs through competitive analysis
• Defining previous implied strategies

Module Four

Performance objective – By the end of Module Four, an outline of the organization’s strategic directions, the general strategies, long-range goals, and specific objectives of its response to critical issues is developed.

• Look at the three different categories of strategies:
  • Organizational strategy
  • Programmatic strategy
  • Functional strategy
• Developing strategies
• Examine the organization’s critical issues
• Determine how the organization’s strengths and skills can be employed to address the critical issues
• Analyze opportunities and strengths and looking for ways to synthesize the two
• Explore and choose the best approaches for the organization
• Review additional strategies for your organization:
  • Surplus maximization
  • Revenue maximization
  • Usage maximization
  • Usage targeting
  • Full cost recovery
  • Partial cost recovery
  • Budget maximization
  • Producer satisfaction maximization
  • Fees for service
  • New revenue strategies
  • Legitimization strategies
  • Retrenchment strategies

Module Five

Performance objective – By the end of Module Five, a strategic plan is developed.

• Draft and review process
• Standard format
• Effective annual operating plan

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Leadership Through Change

Onsite training teaches managers essential skills needed to facilitate and lead the change process.

A proven solution to help managers become strong & capable change leaders. 

Leading change involves more than simply reducing resistance. This course is a proven solution to help managers become strong and capable change leaders. It provides the knowledge, tools and skills needed to create widespread commitment and manage the details of any change initiative, large or small.

To prepare your people for change, prepare your managers to lead the process of change.

The change leadership models and practical application techniques provided in this workshop can be applied immediately in your organization. Through interactive discussion, cases and practice exercises, managers learn how to better deal with resistance to change, how to implement the change management process, create awareness, provide direction and effectively overcome the barriers to change.

This training is for you if your managers must:

• Help staff deal with rapid change
• Overcome resistance to change
• Manage employees who have seen past changes that did not go very well
• Supervise staff who may mistrust the change because of mergers, downsizing or rapid growth
• Make changes required by new technology
• Initiate changes brought about by new production processes and standards

Training Benefits

• Increase skills to successfully manage people in an environment of change
• Develop the working knowledge to recognize the effects of change on the individual and within the organization
• Improve the understanding of why people resist change
• Increase the ability and confidence to help individuals and organizations overcome the resistance to change
• Refine the ability to plan for and implement change more successfully
• Achieve an understanding of how to structure communications to facilitate change

Overview of Training Topics and Learning Points Delivered

• Understand how to deal with the emotional impacts of change
• Learn how to create the vision and communicate the change it supports
• Determine how to be a role model and catalyst for change in your organization
• Attain the skills to better understand the 'Change Cycle' and its effect on employees
• Learn how to apply the stages of change in anticipating people’s responses and reactions
• Become more proactive in successfully effecting change
• Understand how to reduce defensiveness and ease people’s fear of change through improved communication skills and strategies
• Learn how to identify and manage the appropriate rate of change
• Understand the influence of the three most common interpersonal roles during change: Change Leader, Change Agent and Change Target
• Know how to positively manage conflict in the workplace during change
• Optimize the ability of how to coach and counsel employees through the change process
• Learn how to respond to complex and unpredictable changes

Who Should Attend

Executives, managers, supervisors and lead line personnel who want to excel in their effectiveness in implementing and managing change. This program improves the leadership competencies to facilitate, coach, communicate vision and gain commitment.

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Problem-Solving Skills for Change Leaders

Onsite Problem-Solving Workshop builds skills to make better decisions. 

This training workshop builds skills managers and supervisors need to solve problems proactively, gain acceptance of solutions, overcome resistance and effectively implement change. New problem-solving skills developed in this workshop help managers and team leaders get past the symptoms of the problem, make better decisions, and create more buy-in to their solutions.

Status quo is out! Today’s competitive marketplace requires continuous improvement and continuous change.

This training session is for when you:

• Are faced with continuous improvement challenges
• Need support to implement change
• Must get beyond the symptom and really fix the problem
• Need to get beyond the "we've always done it this way" thinking
• Must improve your decision-making capabilities and confidence

Who Should Attend

Managers, supervisors and human resource personnel involved in the change management process.

Training Benefits

• Improve organization effectiveness by integrating needed business model changes
• Sustain the momentum of the change initiative
• Deal with the “under-promise/over-deliver” forecasting mentality
• Create a change oriented culture to support your company’s objectives and identity
• Increase the quality and productivity of the work being performed
• Understand the credibility formula - Credibility is built on two pillars, trust and expertise

Overview of Concepts and Deliverables Provided

• Learn to stay solution-based during the trials of change
• Know how to evaluate your change leadership readiness
• Learn to make high-quality, effective decisions and overcome personal bias
• Understand how to incorporate both the roles of administrator and leader in successfully executing change
• Discover how to ensure that all managers, from front line supervisors to top executives, are behind the change effort
• Learn how to convert fear and anxiety-based behavior into an adaptability mode
• Identify the critical change components: individual responsibilities and duties, span of control and influence, and relationships and alliances
• Discover how to overcome resistance to change initiatives - “You want me to do what?”
• Learn how to design the change timetable and the communication network
• Know how to anticipate and avoid inappropriate and counterproductive behavior in response to the change initiative
• Understand how to change your company’s culture to include the integration of change and forging of alliances

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