top of page
Search
  • Writer's pictureJane R Shantz

whether you like it or not, you are in a new era


Once you have your strategic priorities, you need to think about how you put that strategy into action which involves defining the specific and measurable outcomes along with high level timelines. Think SMART type goals: Specific, Measurable, Attainable, Relevant and Time-Bound.


For each of your 3-5 big wins, you should be able to articulate clear outcomes. A good outcome is written in such a way that you can answer yes or no. These outcomes are also important to help everyone align on the goals.


Next up is your roadmap: how will you reach your vision and move to the next era? Here’s the start of an exercise:

  • Think in terms of big moves. What needs to happen when?

  • Where do you want to be in 6 months? 12 months? 18 months?

  • Plot your 3-5 big wins

  • Double back and focus on the first 6 months.

Next, plan your support structure for execution: this usually involves staffing a project team and setting a governance model such as Steering Committee and Advisory Committee with key stakeholders and/or subject matter experts to help provide advice, guidance and support for the change and movement into the new era. Assign key people that will support you in moving powerfully into the new era to achieve your vision.


In order to successfully execute and move into the new era, you will need a solid organizational and change management plan. The plan enlists individuals across the organization and helps them move into the new era, while being committed to your vision. An organization change management plan outlines the key stakeholders, the case for change and some sort of plan to enlist those stakeholders to the change. From my experience, we can draft an organization change management strategy and plan, but it is really important to be nimble.


Fundamentally, in order to change – people need to be ready, willing and able:

Ready = prepared and suitable for action.

Willing = the heart and soul of the individual.

Able = they have the skills and competency to perform.


Change in mindset does not happen overnight. Changes happen slowly by making tiny improvements each day through micro-habits and small adjustments. Consider if you have ever trained for a marathon. Success happens by getting out every day or close to every day, putting on your shoes and improving with every step.


At the end of this exercise, you should have a:

  • Clear vision for the new era with 3-5 big strategic priorities identified

  • Roadmap with clear outcomes that put your vision/strategy into action

  • Structure using a governance forum such as a steering committee to hold yourself accountable for action so that you can move powerfully into the new era and achieve your vision

  • Organizational change management plan


I know this sounds like a lot to manage on top of your business as usual workload. That’s where I come in. An external and unbiased expert can help your organization do this work and stay accountable to reasonable timelines. Facilitators make sure all voices are heard, which makes all team members available to contribute.


Reach out today - there are many ways we can get your era discovery underway.

Comments


bottom of page