Simply Performance Management

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Strategic planning doesn’t have to be intimidating. At its core, it requires setting a clear direction for your department and creating a plan to reach your goals.

The challenge many professionals face is making it practical and ensuring it delivers results.

Today, I’ll break it all down, step by step, using my proven 5-step framework called OSIAPI. Whether you’re leading a team or managing a department, this approach will help you craft a plan that works, not just in theory but in real life.

Why Does Strategic Planning Matter?

Think of strategic planning as your team’s roadmap. Without it, you’re just reacting to daily tasks without knowing if you’re heading in the right direction. A solid plan gives your team clarity, focus, and the confidence to move forward. It also ensures you’re not wasting time or resources on things that don’t matter.

Introducing the OSIAPI Framework

If you’ve struggled with creating plans that actually get executed, the OSIAPI framework will change that. It’s simple, practical, and easy to apply.

Here’s what it stands for:

1. Objective – What you want to achieve.
2. Strategy – How you plan to achieve it.
3. Initiative – The projects or programmes under each strategy.
4. Action Plan – Detailed tasks with timelines and responsibilities.
5. Projected Impact – The results you expect.

Let’s break this down further so you can apply it.

Step 1: Start with a Clear Objective

Your objective is the anchor for your plan.

It answers the question: “What do we want to achieve?”

Tip: Make your objective specific and measurable.

For example:

• Instead of saying, “Improve team performance,” say, “Increase task completion rates by 20% in six months”

Clear objectives give your team something to aim for and make it easier to track progress.

Step 2: Develop Effective Strategies

Strategies are the “how.” They outline the broad approaches your department will take to reach the objective.

For example:

If your objective is to increase task completion rates, your strategy might be:

• “Simplify workflows by automating repetitive tasks”

Focus on 2–3 strategies that directly support your objective.

Step 3: Identify Key Initiatives

Now, it’s time to get specific. Under each strategy, identify initiatives. These are specific projects or programmes that will bring your strategy to life.

For example:

• Under “Simplify workflows,” you might have an initiative to “Introduce a task management tool by the end of Q2”

This step ensures that your strategies translate into actionable efforts.

Step 4: Create Detailed Action Plans

An action plan breaks initiatives into smaller tasks with clear timelines and responsibilities. This is where the rubber meets the road.

For the example above, your action plan might include:

1. Research the best task management tools (March).
2. Schedule demos with vendors (April).
3. Train the team on using the tool (May).

The more detailed your action plan, the easier it will be to track progress and avoid delays.

Step 5: Estimate the Projected Impact

Finally, think about the impact you’re expecting. This helps you measure whether the plan is working.

For example:

• “The new task management tool will save each team member 5 hours per week, allowing more time for high-priority work”

By focusing on the outcome, you can evaluate your plan’s success and make adjustments if needed.

Final Thoughts

A strategic plan that works isn’t just a document but a roadmap that guides your team toward success.

Here’s a quick recap to get you started:

1. Define a clear, measurable objective.
2. Develop strategies that support the objective.
3. Break strategies into actionable initiatives.
4. Create detailed action plans with timelines and responsibilities.
5. Focus on the projected impact to measure success.

Remember, the best plans are flexible. Review and adjust your plan as needed to stay on track.

Now, it’s your turn. Start crafting a plan that will set your department up for success!

That's it for today.

See you next Thursday!✌

Iyetule Abobare

Find me on:

LinkedIn, or

Book a one-on-one call

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