Is your strategic planning process inclusive?
Development of a strategic plan is often perceived as the domain of nonprofit executives and board members. While their involvement is crucial, the exclusion of other staff members, especially those involved in direct service delivery can lead to significant challenges in both the development and implementation phases. An exclusionary approach not only limits the breadth of perspectives considered but also undermines the crucial buy-in needed from all levels of the organization.
The Pitfalls of Exclusion
When strategic planning excludes input from various organizational levels:
Disconnected Plans: The resulting plans may overlook critical insights and challenges faced by staff in different roles and departments.
Lack of Ownership: Employees may feel disconnected from the strategic objectives, unsure of how the plan relates to their daily work or addresses their operational challenges.
Implementation Hurdles: The disconnect could translate into resistance during implementation. Staff might view strategic plan tasks as additional burdens rather than integral parts of their roles, leading to reduced enthusiasm, motivation, and effectiveness.
Strategies for Inclusive Strategic Planning
To address these challenges and ensure a more inclusive strategic planning process, organizations can adopt several effective strategies:
Pre-Planning Research: Conducting structured interviews or listening sessions with staff across all levels prior to formal planning sessions. This step gathers valuable insights and ensures that diverse perspectives and operational realities inform the strategic direction.
Inclusive Development Sessions: Involve a diverse group of staff members in the development of game plans that outline how strategic priorities will be achieved. This inclusive approach not only enhances the quality of planning but also fosters a sense of ownership and commitment among participants.
Departmental Action Planning: Empower departmental or functional leaders to collaborate with their teams in developing annual action plans aligned with the overarching strategic priorities. This alignment ensures that day-to-day activities support the strategic priorities set by the organization and that staff feel connected to the priorities.
How Valley Vision Can Facilitate Inclusivity
At Valley Vision, we recognize the importance of involving all stakeholders in the strategic planning process to maximize its effectiveness. Here’s how we can help:
Neutral Facilitation: Acting as a neutral third party, we conduct staff interviews and facilitate listening sessions. This approach ensures that all voices are heard and valuable insights are captured.
Planning Session Integration: We facilitate planning sessions that actively consider and integrate feedback from staff members, ensuring that the strategic plan reflects the perspectives and concerns of those responsible for its execution.
Guidance on Inclusive Practices: We provide recommendations on how to effectively engage staff in the development of action plans, promoting ownership and alignment across the organization.
Leadership Support: We assist organizational leaders in identifying opportunities to involve staff in department-specific action planning, fostering collaboration and commitment to strategic goals.
Involving all staff members in strategic plan development and implementation is not just about inclusivity; it's about creating plans that are informed by frontline insights, supported by engaged teams, and implemented effectively across the organization. By integrating diverse perspectives from the outset and fostering ownership at every level, organizations can ensure the relevance and success of their strategic initiatives. At Valley Vision, we stand ready to support your organization in achieving these goals through our inclusive and facilitative approach to strategic planning. Together, we can ensure that your strategic plans are not only visionary but also rooted in the realities and aspirations of your entire team.
