Ready to Start a Strategic Plan?

Is Your Organization Ready for Strategic Planning? Here’s How to Know.

Strategic planning is necessary, but it is not a cure-all. Effective planning establishes or affirms your decision-making framework (where strategy happens), which naturally creates clarity on goals, direction, and priorities. But it must be done on purpose.

Rushing in, expecting it to solve all your problems, or strategic planning because it is what you are “supposed to do” leads to wasted resources, confusion, and decreased engagement and morale.

Before starting the planning process ask:

• How do you know strategic planning is what you need?
• Are your board and staff ready?
• Do we have the right strategic planning facilitator for the organization?

Here is a guide to answering those questions.

Assess Organizational Readiness

Strategic planning requires that the organization have:

1. Engaged board members – they prepare, show up, speak up, and have a deep knowledge and understanding of the organization’s work, financial position, and purpose.
2. Productive board and CEO relationship – the board chair and CEO must have an effective partnership. The CEO must have a positive relationship with each board member, this means challenges and tension are always resolved. Neither the board nor the CEO can get out in front of the other, they must operate together based on regular, clear communication.
3. Stability – an organization cannot effectively undertake strategic planning amid instability or a crisis. If the organization is experiencing financial, leadership, or cultural instability, address those issues before undertaking a planning process.

Evaluate Organizational Needs

Strategic planning is not a one-size-fits-all process. Sometimes leaders pursue strategic planning in hopes it will address underlying issues that require a different approach. Honest self-reflection and a clear grasp on the reality of the organization’s position and needs is essential. Leadership must candidly address these questions to determine if strategic planning is the actual need:

1. Do we really need better board governance? If the board struggles with engagement, role clarity, or other governance issues, you may need board development before strategic planning. Strategic planning will be unsuccessful if the board has poor governance practices or over-relies on staff. Strategic direction and planning are responsibilities of the board.
2. Are we looking for funding solutions? If financial challenges are front and center, fundraising or development support may provide a more successful outcome and position the organization for successful strategic planning later.
3. Is leadership trying to sell a specific plan to the board? If you have a clear idea on what you want to do, do not engage a strategic planning facilitator in hoping to sell your idea to the board or rubber stamp the to-do list you have in mind. Instead, clearly communicate that with the board and work out any conflicts candidly and with courage before engaging in planning.

The Organization is Ready for Strategic Planning When

• The board and staff are aware of the need and desire to pursue planning. Your leadership team and board are aligned and see the importance of planning for the future.
• Everyone is willing to engage and dedicate time to the process. Strategic planning is a collaborative and time-intensive process. Ensure the board and staff can dedicate time to meaningful participation.
• Everyone is truly open to new and different perspectives. A strategic planning process can bring fresh insights, ideas, and help prompt challenging conversations. Planning is maximized when your organization is willing to openly embrace new and different ideas.

Choosing the Right Facilitator

Strategic planning is about how the organization will make decisions about its future and direction. A facilitator is necessary because they can ask hard and engaging questions from an outside perspective. The facilitator must not be over invested in any particular outcome. It is the organization’s plan, not the facilitator’s plan or the plan the facilitator believes is best. Vet facilitators carefully and be willing to challenge their approach if they become too invested in their own ideas.

Strategic planning is a valuable investment in organization’s future and success if your board and staff are ready. Assessing your organization’s readiness, distinguishing between strategic planning and needs, and finding the right facilitator, you can ensure a process that leads to meaningful and sustainable impact.