Strategically Speaking

Involving Members in Your Strategic Planning Process

2011-12-10T08:38:00.000-06:00

During our recent webinar "Increasing the Impact of Your Strategic Planning Efforts", one participant asked "What are some concrete suggestions for involving the membership in the development of a strategic plan?" Here is our response:
• Reserve a few slots on the strategic planning committee for member representatives with a reputation for "big picture thinking"
• Invite selected members to participate in a strategic planning retreat
• Conduct dialogue sessions/focus groups with members to solicit feedback and input on what they view as emerging issues and challenges facing the organization, the field/profession and the members themselves
• Build in opportunities for input of members at already scheduled meetings and events – monthly membership meetings, conferences, training programs
• Conduct an online membership survey. I've taken an online membership survey which we used in some of our strategic planning projects involving membership organizations and associations and removed organization specific references. You can take a look at this survey online at http://www.surveymonkey.com/s/3FFGC39. Feel free to use the survey questions and edit as needed.

Core Strategy #8: Deploy Targeted Volunteer Engagement Strategies

2011-09-19T14:37:00.002-05:00

In previous posts, I listed 10 key strategies that need consideration in the strategic plans of nonprofit organizations. The first strategy is “Embed capacity building into the fabric of your nonprofit". The second strategy is to "Build an exceptional board". The third --to engage in accelerated strategic thinking and planning. The fourth strategy is to "Forge partnerships, alliances and mergers to increase mission impact and sustainability". The fifth strategy is to "Develop board and staff succession plans". The sixth strategy is to "Build capacity for effective public policy and advocacy". The seventh strategy is to "Master use of social media".

The eighth strategy is to deploy targeted volunteer engagement strategies.

One of the most important opportunities for nonprofits today is the potential impact of baby boomers as they now begin to retire. A lot is being written about what boomers will be doing with their volunteer time and their charitable dollars. Also, for a number of reasons, many boomers will put off retirement to continue working in their current jobs or in new part-time positions. Several studies suggest that many boomers, when they think of employment "after retirement", express a preference for work in the nonprofit sector.

All of this represents great news for nonprofit organizations. The problem is that many nonprofits are not thinking about how to capitalize on this phenomenon. They have no coherent strategy for volunteer engagement. This trend and its implications are so important that a strategic plan that doesn’t include concrete strategies to tap into Boomer charitable giving, volunteering and professional workplace skills and knowledge, is deficient in a serious way.

In my work with nonprofits, more and more organizations are looking for ways to maximize their engagement of volunteers to increase mission impact. And the good news? Lots of excellent resources are readily available. Here are several excellent resources including some that focus on engagement of younger volunteers:

• VolunteeringInAmerica.gov. This website hosted by the Corporation for National and Community Service, provides the most comprehensive collection of data on volunteering and civic engagement ever assembled, including data for every state and nearly 200 cities. The data is collected through a partnership with the U.S. Census Bureau and the Bureau of Labor Statistics, and has been released annually since 2005. http://www.volunteeringinamerica.gov.
• Everyone Ready Professional Development Program in Volunteer Management. Everyone Ready® is a professional development program in volunteer management delivered via Online Seminars, electronic Self-Instruction Guides, interactive discussion boards, and other online resources. To learn more about this innovative approach to training, go to: http://energizeinc.com/everyoneready.
• Calculating the Economic Impact of Volunteers. The Economic Impact of Volunteers Calculator created by the Points of Light Foundation estimates the appropriate wage rate for volunteer time based on what the person does, the value of specific tasks according to market conditions as reported by the US Department of Labor. Organizations can use the Calculator to determine the value of the time their volunteers give doing a wide variety of volunteer jobs. Go to: http://www.handsonnetwork.org/tools/volunteercalculator.
• Sample Volunteer Job Descriptions. The Community Services Council of Newfoundland and Labrador whose mission is to encourage citizen engagement, has created an excellent resource for the development of volunteer job descriptions. To learn more about creating job descriptions for volunteers, go to: http://www.envision.ca/voljobdesc/example_form.asp. To view a variety of sample volunteer job descriptions to help determine the type of volunteer you are looking for, go to: http://www.envision.ca/voljobdesc/description_form.asp. Then to create volunteer job descriptions, you can use an interactive template. You can view your job descriptions online, print them or email them, go to: http://www.envision.ca/voljobdesc/example_form.asp.
• The New Volunteer Workforce by David Eisner, Robert T. Grimm Jr., Shannon Maynard, & Susannah Washburn. Stanford Social Innovation. http://www.ssireview.org.
• Reinventing Aging. Harvard School of Public Health–MetLife Foundation Initiative on Retirement and Civic Engagement. http://www.hsph.harvard.edu.
• Resources on Baby Boomers. The collection available at the website of the National Corporation for Community Service originally complied by Temple University in April 2008, offers a list of resources for those who have had limited experience with this population, or anyone who would like to learn more. http://www.nationalserviceresources.org.
• The Boomers’ Guide to Good Work. Ellen Freudenheim is the author of a new guide to help boomers find public service jobs in the second half of their lives—the preference of most boomers in their 50s, according to a new national survey. Both the guide, The Boomers’ Guide to Good Work: An introduction to jobs that make a difference, and the survey, MetLife Foundation/Civic Ventures New Face of Work Survey are available free online at http://www.civicventures.org. The MetLife Foundation/Civic Ventures New Face of Work Survey is available at http://www.civicventures.org.
• Generation We: How Millennial Youth are Taking Over America And Changing Our World Forever. Eric Greenberg and Karl Weber. Free downloadable book at http://gen-we.com.
• Youth and Students in Service Resources. Collection of resources that includes volunteering by young people - children, teens, and college age - plus service-learning and family volunteering. http://energizeinc.com.

Strategic Planning for Networks

2011-06-17T11:26:00.001-05:00

In a previous post, I discussed collaborative strategic planning, an exciting and important development in the nonprofit sector. I noted

"Nonprofits are showing new interest in collaborative strategic planning efforts in which the focus is on a shared customer/constituent base or pressing community issue rather than development of a strategic plan for their organization alone. Examples include several youth and family serving organizations developing a collaborative strategic plan to offer new services to children with special needs in a region or neighborhood development groups focusing on affordable housing in city neighborhoods."

Some important collaborative strategic planning is being done within networks. A stunning example of this phenomenon can be found in the work of Eric Kim who has facilitated strategic planning for networks. He recently presented in a webinar entitled "Strategic Planning for Networks" sponsored by the Leadership Learning Community. You can access the presentation slides as well as an excellent summary of the presentation on the blog of Patti Anklam. You can access all of this at the website of the Leadership Learning Community.

A related resource is the article "the Network Nonprofit" referenced in another earlier post on our blog: The Networked Nonprofit: A New Mental Model of Organizational Growth.

Core Strategy #7: Master Use Of Social Media

2011-06-14T10:53:00.000-05:00

In an earlier post, I listed 10 key strategies that need consideration in the strategic plans of nonprofit organizations. The first strategy described in that post is “Embed capacity building into the fabric of your nonprofit". The second strategy is to "Build an exceptional board". The third strategy discussed in my last post is to engage in accelerated strategic thinking and planning. The fourth strategy is to "Forge partnerships, alliances and mergers to increase mission impact and sustainability". The fifth strategy is to "Develop board and staff succession plans". The sixth strategy is to "Build capacity for effective public policy and advocacy".

The 7th strategy is to master use of social media. Here's what some of the experts are telling us:

• First, we’re not in charge anymore. There was a time when we were more in control of communication about our nonprofit. We created the message and we decided who would and wouldn't get the message. Those days are gone. Witness the multimillion dollar ad campaigns of major corporations gone up in smoke as a result of someone mobilizing an army of consumers through use of Facebook and Twitter.
• Next, it's about engagement. Communication is no longer a one-way proposition. People are no longer content to be the passive recipients. People expect to respond. People expect to co-create content and knowledge with us.
• Integrated with an overall communications plan. Social media is a powerful tool, technique, medium that needs to be joined to the other marketing and communication tools in our arsenal.
• Define your desired outcomes. Like all communications planning, it starts with determining the desired outcomes of our efforts.
• Monitor and measure. This follows from the previous point. Once we figured out what it is we want to achieve, what is the message? Who is the audience? How can we engage them? How do we measure our success - and our mission related impact?
• Finally, social media is not a substitute for building personal relationships of trust and commitment between the organization and our various constituencies, supporters and stakeholders.

There has been so much written on the use of social media by nonprofits. The following is by no means a complete resource list but provides you with a starting point:

• Social Networking Guides and Resources for Nonprofits. Networking for Good has compiled an excellent collection of introductory articles and resources to help you determine whether or not online social networks including services like Facebook, MySpace, and blogs fit your needs, and if so, how to get started. You can access the collection at http://www.fundraising123.org/social-networking. A great place to start is the article entitled 10 Things You Need to Do Prior to Diving into Social Media‖. Go to: http://www.fundraising123.org/article.

• YouTube Nonprofit Program. Does your organization have a compelling story to tell? Do you want to connect with your supporters, volunteers, and donors but don't have the funds to launch expensive outreach campaigns? YouTube can help. Video is a powerful way to show your organization's impact and needs, and with a designated "Nonprofit" channel on YouTube, you can deliver your message to the world's largest online video community. Go to: http://www.youtube.com/nonprofits.

• Everything You Need to Know About Web 2.0. Web 2.0 is a category of new Internet tools and technologies that focuses on the idea that the people who consume media, access the Internet, and use the Web shouldn't passively absorb what's available -- rather, they should be active contributors, helping customize media and technology for their own purposes, as well as those of their communities. These new tools include, but are not limited to, blogs, social networking applications, RSS, social bookmarking, and wikis. This resource provided by Techsoup includes articles on a variety of Web 2.0 tools and technologies. Techsoup intends to update this page from time to time so you can check back to learn about the latest technologies for your organization. Go to: http://www.techsoup.org/toolkits/web2.

• Social Change Takes More Than Social Media. Go to: http://www.netsquared.org.

• The Power Formula for Linkedin Success: Kick-start Your Business, Brand, and Job Search by Wayne Breitbarth. This simple, user-friendly guide explains how you can access the full power of LinkedIn--including advice on making lasting business connections, building a unique personal brand, and generating significant business opportunities. Breitbarth demonstrates how you can take advantage of all the features of this professional networking platform. He shows you how to create a compelling profile, use keywords to improve your ability to find and be found by others, build a solid base of connections, solicit valuable recommendations, and much more. Go to: http://www.amazon.com.

Core Strategy #6 Build Capacity for Effective Public Policy and Advocacy

2011-04-26T21:44:00.000-05:00

What’s That About Root Causes?

2010-12-07T13:47:00.003-06:00

A Contemporary Fable: Upstream/Downstream

It's been many years since the first body was spotted in the river. Some old-timers remember how spartan were the facilities and procedures for managing that sort of thing. Sometimes, they say, it would take hours to pull ten people from the river, and even then only a few would survive. Though the number of victims in the river has increased greatly in recent years, the good folks of Downstream have responded admirably to the challenge. Their rescue system is clearly second to none: most people discovered in the swirling waters are reached within 20 minutes, many in less than ten. Only a small number drown each day before help arrives; a big improvement from the way it used to be.

Talk to the people of Downstream and they'll speak with pride about the new hospital by the edge of the waters, the flotilla of rescue boats ready for service at a moment's notice, the comprehensive health plans for coordinating all the manpower involved, and the large number of highly trained and dedicated swimmers always ready to risk their lives to save victims from the raging currents. Sure it costs a lot, but, say the Downstreamers, what else can decent people do except to provide whatever it takes when human lives are at stake.

Oh, a few people in Downstream have raised the question now and again, but most folks show little interest about what's happening Upstream. It seems there's so much to do to help those in the river, that nobody's got time to check how all those bodies are getting there in the first place. That's the way things are, sometimes. (Thanks to Linda Sunde for sharing this version)

The Hard Work of Getting to the Real Strategic Issues

2010-12-06T12:59:00.003-06:00

We typically utilize an issues based approach to strategic planning. In this approach, after gathering and analyzing internal and external data, leadership identifies 3 to 5 "most critical strategic issues, choices and challenges" facing the nonprofit. The remainder of the planning process looks at developing the most effective responses to these critical issues.

Critical issues are fundamental policy or program concerns that define the most important situations and choices a nonprofit faces now and in the future. Critical issues can reflect long-standing problems in the nonprofit, the community served or recent events that are anticipated to have a significant impact on the nonprofit and/or community served. Critical issues can also reflect major shifts in thinking that challenge "business as usual.” The selection of issues is important because it determines range of decisions the nonprofit will consider in the future.

In some instances, the nonprofit is already aware of the critical issues that the strategic planning process must help it address. In most situations, the planning process participants discern critical strategic issues as they work on the external, market and internal assessments.

Real differences of opinion will likely surface when everyone begins to express their sense of what the real critical issues are. It's important to engage members of the planning team in deep discussion to get at the roots of any disagreement. Sometimes it will be possible to define the issue in a way that addresses the concerns of all involved. Sometimes, what appeared to be disagreement at first, is not, after people really listen to each other. Just be careful of watering down the issue to make peace. By definition, critical issues are controversial.

In the effort to identify the short list of most critical issues needing to be tackled in the strategic planning process, sometimes you will discover tension points. An example – for a hunger action organization, the tension between "should we focus on feeding hungry people today" or "should we focus on longer-term organizing and public policy strategies to address the root causes of hunger". Sometimes the answer is one and not the other and sometimes it's some form of "both/and".

This all-important process of surfacing and working through deep differences of opinion about what the critical issues are and how to best articulate them is made more difficult when people speak in code to each other. Let me show you what I mean by telling you about organization I once worked with. This organization was a group that provided cable access to a small suburban community. Within the group there were two factions that would set each other off with their respective battle cries. On one hand, there was a group that was ardent on the subject of First Amendment freedom. They wanted anyone in the community that had a message to have easy access to cable technology. For them, First Amendment freedom had to be protected at all costs. On the other hand, there was a group that felt strongly that program quality had to be increased if they were going to build an audience of cable viewers that would assure continued existence of the community cable access channel.

But here's where the problem came in: when the program quality group heard the others talk about First Amendment freedom, it conjured up images of controversial cable programs that were sloppily done that would offend the community. At the same time the First Amendment group, when they heard the others talk about the need to increase program quality, this conjured up for them images of censorship -- programs being kept off the air. The words "first amendment" became code for poor quality controversial programs. At the same time, the words "quality programs" became code for program censorship. It was important for this tension point to be surfaced. A thorough discussion led the leaders of this group to eventually realize that the organization in fact needed to be both an advocate for First Amendment freedom and quality programming that would build a solid audience. A situation of both/and instead of either/or. Group members also realized that the organization needed to strengthen the orientation and training program for new video producers to ensure programs of quality that would attract larger audiences in the future.

In this example, deciphering each other's code words set the stage for a real breakthrough in the strategic planning process.

Core Strategy #5 Develop Board And Staff Succession Plans

2010-11-21T16:57:00.003-06:00

The fifth strategy is to develop board and staff succession plans. A change in executive leadership is one of the most important and challenging opportunities a nonprofit will face. These executive leadership transitions have become more common. According research compiled by the Annie E Casey Foundation, leadership transitions from the Baby Boom generation to Generations X and Y will become more common within the nonprofit sector. Owing to these demographic and other factors, the number of executive director jobs that will turn over is therefore expected to increase. The recession has put off retirement for many older executive directors, at least for a while. But retirement or career moves by executive directors aren't the only cause for concern. Sudden absences due to illness, accidents or death also put many nonprofits at risk. Many nonprofits are highly dependent on their executive directors. If there were an unplanned absence, the organization would continue to exist without her or his presence, but very likely experience some significant setbacks.

The problem is that many nonprofits don't have succession plans in place; even more nonprofits have not begun to think about succession in an organized manner. A nonprofit organization's strategic planning process can present a golden opportunity to finally respond to this critical issue. The good news: over the last several years many excellent resources have become available. Some of the most important work has been done by The Bridgespan Group in Boston and Compass Point Nonprofit Services in the Bay Area. The Annie E Casey Foundation has published a series of monographs on all aspects of succession planning and executive transition available at no charge at their website. One of the most important, "Stepping Up, Staying Engaged: Succession Planning and Executive Transition Management for Nonprofit Boards of Directors" is geared to boards of directors who have an important governance responsibility to lead on this critical issue.

Another valuable resource is Executive Transition Initiative Succession Planning Toolkit. The Toolkit was developed by the Milwaukee-based Executive Transition Institute (ETI) directed by Mindy Lubar Price, CEO of LeadingTransitions. The ETI is a collaborative effort of the Donors Forum of Wisconsin, the Brico Fund, the Davis Family Foundation, and the Greater Milwaukee Foundation. The Toolkit consists of four manuals

· #1 Overview of Succession Planning

· #2 Departure Defined Transition Toolkit

· #3 Emergency Succession Planning Toolkit

· #4 Strategic Leadership Development Toolkit

Now for many of the same reasons, there needs to be a leadership succession plan for the board of directors as well. There are not as many resources available to help with board succession planning but here is an excellent one to consider:

· Succession Planning with Your Board with links to a number of worksheets and tools prepared by the Society for Human Resource Management (SHRM)

A Hybrid Board Governance Model that Supports Strategic Planning

2010-04-28T21:58:00.004-05:00

In previous posts, I’ve emphasized the close link between strategic planning and governing board development. Strategic thinking and planning is at the heart of what it means to serve on a nonprofit board. We therefore need a governance framework that fosters and supports a strategic planning mindset among board directors.

But there is a problem: What’s the right approach to board governance? There are a dizzying number of governance models that have emerged over the last several years and an equally dizzying number of valiant efforts to categorize and sort out the main models. (For one summary of major governance models complied by a former school superintendent, see the article “From Stewardship To Leadership”) At the same time there is broad emerging agreement about the core qualities of effective boards. These core qualities are summarized in a quote from Mel Gill, president of Synergy Associates:

There is a growing convergence of expert opinion that the most effective boards, regardless of the size, complexity or mandate of their organizations, concentrate their attention on those matters that are crucial to success or survival; that they focus on measurable results within defined timetables; that they engage in regular monitoring of the manner in which business is conducted, the efficient use of resources and the achievement of objectives; that their decision-making is transparent, and that they provide proper accounting to key stakeholders.

Effective boards focus their attention on "the critical few, rather than the trivial many", regardless of whether these are operational, management, or governance (strategic or fiduciary) issues.

The most successful boards, within this framework, develop a collaborative partnership with senior management; seek agreement between key stakeholders on vision, values, goals and expectations (tempered by the reality of available resources); ensure clarity with respect to roles and responsibilities; establish constructive processes for resolution of conflicts and conflict of interest; and cultivate an organizational culture characterized by trust, teamwork, mutual respect, flexibility, adaptability, and responsiveness in the face of the ever-changing realities, resources and needs of consumers.

• Dynamic Board Model from McKinsey & Company
• 12 Governance Principles That Power Exceptional Boards from BoardSource
• Governance as Leadership Framework from the book by the same name -- Governance as Leadership by Richard Chait, William Ryan, and Barbara Taylor

Taken together, they provide a solid framework that supports the strategic mindset I spoke of earlier. For more information about these three excellent resources, go to the article “A Hybrid Board Governance Model”.

Core Strategy #4 Forge partnerships, alliances and mergers to increase mission impact and sustainability

2009-07-27T21:27:00.007-05:00

In a previous post, I listed 10 key strategies that need consideration in the strategic plans of nonprofit organizations. The first strategy described in that post is “Embed capacity building into the fabric of your nonprofit". The second strategy is to "Build an exceptional board". The third strategy discussed in my last post is to engage in accelerated strategic thinking and planning.

The fourth strategy is to forge partnerships, alliances and mergers to increase mission impact and sustainability. Even before the severe economic downturn, in recent years, there have been a number of sector trends encouraging increased partnership and alliance activity among nonprofits. The best guidance available to nonprofit leaders includes the following:

• Even though mergers are getting the most attention, there are a number of strategic restructuring options available: administrative consolidations, joint programming, management service organizations, joint venture corporations, parent-subsidiary structures and more.
• While there are a number of economic benefits touted, I think it's important to view strategic restructuring first and foremost as a strategy to increase mission impact. It's not about survival as an end in itself.
• It's all about relationship building and so it's important to prioritize trust building and communication. It takes time but getting to know each other is critical to long-term success.
• One of the most promising approaches has been articulated by Ben Gomes-Casseres, Professor at Brandeis University and co-author of Mastering Alliance Strategy. He encourages organizations to develop a diversified portfolio of partnerships and alliances. Lots of good resources can be found at his website. Go to: www.alliancestrategy.com.
• Finally, it's critical that nonprofits commit to increasing their internal capacity for building partnerships and alliances. Most of us don't know as much as we need to to do this work well.

The great news is that there are a number of excellent resources available to nonprofit leaders in the area of strategic restructuring. Here is my starter list:

• Strategic Restructuring: A Podcast (Time 10 minutes). Where do boards begin when considering restructuring options? Pat Wyzbinski of the Nonprofit Management Fund talks with Jean Butzen about questions a board can ask regarding the sustainability of the organization’s business model, changes in revenue sources, staff talent, quality of services, potential duplication of programs, and other critical factors. Jean Butzen is the president of Mission Plus Strategy Consulting, specializing in growing nonprofit social value through strategic restructuring. Go to: http://www.smallpackageproductions.com/BoardStar/play/podcast86

• Jane Arsenault, Forging Nonprofit Alliances: A Comprehensive Guide to Enhancing Your Mission Through Joint Ventures & Partnerships, Management Service Organizations, Parent Corporations, and Mergers. San Francisco: Jossey Bass, 1998. 10 years since it first appeared and still one of the best resources on the subject. Click here to preview this book on Amazon.com

• Strategic Restructuring Website. Developed by Strategic Solutions, a project of LaPiana Associates. Go to: http://lapiana.org/Strategic-Restructuring.

• Partnership Matrix by David La Piana. Go to: http://www.fieldstonealliance.org.

• Decision Tree: What Form of Strategic Restructuring Is Right For Us? Go to: http://www.fieldstonealliance.org.

• Prepare Your Nonprofit Organization to Meet the Collaboration Challenge: Worksheets. Go to: http://media.wiley.com.

• Models of Collaboration: Nonprofit Organizations Working Together by the Lodestar Foundation. Go to: http://www.asu.edu. This is excellent!

• Nonprofit Mergers Workbook Part I: The Leaders Guide to Considering, Negotiating, and Executing a Merger by David La Piana. Based on experience with more than sixty mergers, this handbook is the perfect starting point for any nonprofit exploring a possible merger—and a basic resource for all nonprofit managers. Click to preview this book on Amazon.com.

• The Nonprofit Mergers Workbook Part II: Unifying the Organization after a Merger by David La Piana. You've completed the merger agreement. Now, how do you make the merger work? Nonprofit Mergers Part II helps you create a comprehensive plan to achieve integration. Click to preview this book on Amazon.com.

• Merging Nonprofit Organizations: The Art and Science of the Deal – Go to: http://case.edu/mandelcenter/publications/casestudies/MergingNonprofitOrgs.pdf

• Issue Brief: Investing In Nonprofit M&A – The Donor Perspective by Bruce Boyd and Reginald Jones, Arabella Advisors. Go to: http://www.arabellaadvisors.com/images/IB_files/Mergers.pdf.

• Nonprofit Leadership and Administration Faculty at Western Michigan University. Merger Process Flow Chart, 1998. Go to: http://www.wmich.edu/nonprofit/Guide/guide1.htm.

• Nonprofit Mergers and Acquisitions: More Than a Tool for Tough Times. The Bridgespan Group. Go to: http://www.bridgespan.org/Nonprofit-M-and-A.aspx.

• Karen Ray, The Nimble Collaboration, St. Paul: Fieldstone Alliance. 2002

• Shirley Sagawa, Creating “New Value” Partnerships with Business: Step by Step. Adapted for INDEPENDENT SECTOR by Shirley Sagawa from chapter 10 of Common Interest, Common Good: Creating Value through Business and Social Sector Partnerships, by Shirley Sagawa and Eli Segal (Harvard Business School Press, 2000). For a PDF version, go to: http://www.independentsector.org/mission_market/sagawa.htm.

Core Strategy #3 Engage in accelerated strategic thinking and planning

2009-06-25T17:34:00.004-05:00

In a previous post, I listed 10 key strategies here that need consideration in the strategic plans of nonprofit organizations. The first strategy described in that post is “Embed capacity building into the fabric of your nonprofit". The second strategy discussed in my last post is to "build an exceptional board".

The third strategy is to engage in accelerated strategic thinking and planning.

Sometimes strategic planning gets a bad rap -- and deservedly so -- when the process goes on for so long that leaders forget what the purpose and intended outcome was supposed to be in the first place. In today's changing environment, it has become even more important for nonprofits to respond to new opportunities fast -- really fast! There's really no choice. And this has helped to create the interest in accelerated strategic planning.

If organizations are going to effectively engage in accelerated strategic planning they need to increase their capacity to do so. Nonprofit leaders are looking for methods, approaches and processes that will speed up their strategic planning efforts. We can learn by doing. At the same time, several books and models have emerged offering guidance on how to speed things up:

• The well regarded new book by David La Piana, The Nonprofit Strategy Revolution.
• The One Page Business Plan for Nonprofit Organizations by Jim Horan
• Question-Based Planning by Derrick Van Mell. Also see http://www.3goodquestions.com.
• and many others

In a recent workshop presentation I included a couple of tools for that can be used to design accelerated strategic planning sessions. Go to the presentation handout and take a look at pages 8 and 9. While you’re at it, review the Strategic Planning Resource Bibliography on page 10.

A couple of additional thoughts including a caveat:

Collaborative strategic planning. Today it's becoming increasingly common and more important for nonprofits to engage in collaborative strategic planning efforts in which the focus is on a shared customer/constituent base or pressing community issue rather than development of a strategic plan for one organization alone. I talked about this in an earlier post.

For some of the same reasons, such collaborative strategic planning efforts need to be accelerated as well.

Create opportunities for ongoing strategic thinking. Look for ways to incorporate strategic thinking activities in board and staff meetings now. Here's how: in board and staff meetings, make references to your nonprofit’s vision of future intended impact and strategic priorities as defined in your strategic plan. Use the vision and strategic priorities as a framework for board and staff deliberation and decision-making. Share trend and market information in meetings to provoke discussion and dialogue.

And one caveat. Accelerated strategic planning is a way to develop strategies and action plans in response to rapidly changing conditions and promising new opportunities for your nonprofit. It's not a substitute for the sometimes longer and more difficult work of defining the mission or fundamental purpose of an organization or crafting a new compelling vision of intended impact. And doing this work in a way that leads to excitement and commitment among board and staff leadership.

In thinking about accelerated strategic planning, a few of the laws of systems thinking may apply. First “Faster is slower”. Accelerated strategic planning makes great sense when we are clear about mission and vision and we are faced with an opportunity that clearly aligns with these governing ideas. But if, within your nonprofit, there are fundamental disagreements about organizational purpose and future direction, then an accelerated planning and decision-making process may make us feel like "take-charge leader of the year" but we run the great risk of taking the organization in the wrong direction. And we’ll pay for this later. It'll be back to the drawing board. Faster is slower. This is especially true if, in our haste, we didn't include enough key leadership in the process.

And this reminds me of one of the other laws of systems thinking -- "Today’s problems come from yesterday’s solutions".

Core Strategy #2 Build an Exceptional Board

2009-06-09T21:04:00.004-05:00

In my last post, I listed 10 key strategies that need attention in the strategic plans of nonprofit organizations. The first strategy described in that post was “Embed capacity building into the fabric of your nonprofit".

The second strategy is to build an exceptional board.

There are a dizzying number of governance models that have emerged over the last several years and an equally dizzying number of valiant efforts to categorize and sort out the main models. At the same time there is broad emerging agreement about the core qualities of effective boards. Here is a quote from Mel Gill, president of Synergy Associates:

There is a growing convergence of expert opinion that the most effective boards, regardless of the size, complexity or mandate of their organizations, concentrate their attention on those matters that are crucial to success or survival; that they focus on measurable results within defined timetables; that they engage in regular monitoring of the manner in which business is conducted, the efficient use of resources and the achievement of objectives; that their decision-making is transparent, and that they provide proper accounting to key stakeholders.

Effective boards focus their attention on "the critical few, rather than the trivial many", regardless of whether these are operational, management, or governance (strategic or fiduciary) issues.

The most successful boards, within this framework, develop a collaborative partnership with senior management; seek agreement between key stakeholders on vision, values, goals and expectations (tempered by the reality of available resources); ensure clarity with respect to roles and responsibilities; establish constructive processes for resolution of conflicts and conflict of interest; and cultivate an organizational culture characterized by trust, teamwork, mutual respect, flexibility, adaptability, and responsiveness in the face of the ever-changing realities, resources and needs of consumers.

Gill also talks about "dynamic hybrids” -- increasingly boards are developing dynamic hybrids of several board types, adapting concepts and practices that best fit their particular circumstances.

In response to this "dizzying array" of models and approaches, I propose that we draw on the following three resources as we think about exceptional board governance. The three governance frameworks that stand out for me are:

First, the Dynamic Board Model developed by McKinsey & Co. The source document is The Dynamic Board: Lessons from High-Performing Nonprofits. This monograph summarizes the best practices identified through McKinsey’s interviews with the directors or board chairs of 32 highly-regarded nonprofits. The report also provides a valuable self-assessment tool for nonprofits available in 5, 15 and 30 minute completion time versions. (Free registration may be required to access this article) Go to: http://www.mckinsey.com. Scroll down to “The Dynamic Board” and Assessment Tool links.

Second, the 12 Governance Principles That Power Exceptional Boards from BoardSource. This framework describes twelve common traits and actions that distinguish “exceptional” boards from “responsible” boards. Taken together, they describe an empowered board that is a strategic asset to be leveraged. For a fuller description of the 12 principles go to: http://www.ctp.uk.com.

And third, Governance as Leadership Framework from the book Governance as Leadership authored by Chait, Ryan and Taylor. They describe three types of governance: fiduciary, strategic and generative
• Fiduciary mode: key question -- "How are we doing?"
• Strategic mode: key questions -- "What are we doing?" "Where are we going?" and
• Generative mode: key questions -- "Why are we doing this?" "What are the possibilities?"

For an excellent description, go to: “Rethinking the Board’s Central Purposes.” A Review of Governance as Leadership http://www.intrust.org.

Sustaining A Mission Focused Nonprofit in Hard Times

2009-06-01T18:43:00.007-05:00

The nonprofit sector in the Bay Area is one of the most vibrant in the country. And yet on May 29, 2009, the Wall Street Journal reported that one-third of San Francisco-area nonprofit groups are worried they may have to shut down in the next year, and 34 percent say they have no more than two months’ worth of operating funds in reserve, this according to a survey by the regional United Way. Another sign of hard times.

The many challenges that nonprofits were already facing have intensified in the last year owing to the severe economic downturn nationally and globally. And if we need to be reminded about how bad things have gotten, today, General Motors filed for bankruptcy.

What's a struggling nonprofit to do? I think there are at least 10 strategies that need to be considered. These strategies will have greatest impact if they are implemented in a coordinated fashion over time -- and they need to be incorporated into your strategic plan.

Here they are:

1. Embed capacity building into the fabric of your nonprofit
2. Build an exceptional board
3. Engage in accelerated strategic thinking and planning
4. Forge partnerships, alliances and mergers to increase mission impact and sustainability
5. Develop board and staff succession plans
6. Build capacity for effective public policy and advocacy
7. Master use of social media
8. Deploy targeted volunteer engagement strategies
9. Review and revise your theory of change
10. Adopt regional thinking and problem solving approaches

CORE STRATEGY #1 Embed Capacity Building into the Fabric of Your Nonprofit

Over the next few months I'll devote attention to each of these 10 strategies, starting with the first – “Embed capacity building into the fabric of your nonprofit.”

I want to begin with a quote from Paul Light:

“Capacity building well done in the nonprofit sector, I believe, is a critical answer to the extraordinary uncertainty we face and also to the tremendous political pressure under which most nonprofits are operating. Capacity building right now is arguably the most important investment the nonprofit sector can make.”

Strong leadership is one of the factors that ensure success in capacity building. Capacity building is a team sport that requires board and staff leadership. Organizations that are serious about building capacity are advised to convene a team consisting, at a minimum, of the Executive Director/CEO, other staff members selected by the ED and board members, at least some of whom are in key leadership positions. This team will have primary responsibility for leading the organization’s engagement in the core capacity building activities. Additional board members and staff can also be involved and this is highly recommended. There are several advantages to this group approach. By sharing multiple perspectives on some of the problems and issues needed to be addressed it is less likely that problems will be misdiagnosed or that key issues will be overlooked. Another advantage to the team is that more people will gain a deeper understanding of critical organization challenges that can be addressed through your capacity building efforts.

We've developed a capacity building toolkit that reflects best practices and lessons learned from the field. The toolkit consists of four tools:

• Tool #1 – Assessment and Benchmarking
• Tool #2 – Capacity Building Action Planning
• Tool #3 – Capacity Building Resource Inventory
• Tool #4 – Capacity Reassessment

Go to: www.createthefuture.com/CBtoolkit to access the toolkit. There is a description of the four tools along with guidance on how to utilize each of them.

I'll be talking more about capacity building and the remaining nine strategies in future posts.

The Networked Nonprofit: A New Mental Model of Organizational Growth

2009-02-19T11:58:00.006-06:00

In a previous post, I talked about the impact of mental models on our work. Mental models are deeply ingrained assumptions, beliefs, generalizations, or images that influence how we see the world and how we take action in it.

I suggested that "if we proceed with strategic planning without examining our mental models, we run the great risk of creating a plan based on assumptions and beliefs that are, in whole or in part, obsolete. A plan based on faulty thinking is not going to lead to the kind of impact we desire."

I recently came across an excellent article that challenges some of the traditional mental models we have about growth in the nonprofit world.

The article is The Networked Nonprofit by Jane Wei-Skillern and Sonia Marciano. It appeared in the Spring 2008 issue of the Stanford Social Innovation Review. The authors suggest, with some compelling examples and arguments, that nonprofits that pursue their missions through networks of long-term, trust-based partnerships achieve more sustainable mission impact than would be possible through traditional approaches to organizational growth. Some quotes appear below, but please read the article. It carries an important message that should have an impact on your future strategic planning efforts.

"We have studied several organizations that exemplify this network approach. By mobilizing resources outside their immediate control, networked nonprofits achieve their missions far more efficiently, effectively, and sustainably than they could have by working alone. Many traditional nonprofits form short-term partnerships with superficially similar organizations to execute a single program, exchange a few resources, or attract funding. In contrast, networked nonprofits forge long-term partnerships with trusted peers to tackle their missions on multiple fronts. And unlike traditional nonprofit leaders who think of their organizations as hubs and their partners as spokes, networked nonprofit leaders think of their organizations as nodes within a broad constellation that revolves around shared missions and values.

Most social issues dwarf even the most well-resourced, well-managed nonprofit. And so it is wrongheaded for nonprofit leaders simply to build their organizations. Instead, they must build capacity outside of their organizations. This requires them to focus on their mission, not their organization; on trust, not control; and on being a node, not a hub.

According to our research, nonprofits that pursue their missions through networks of long-term, trust-based partnerships consistently achieve more sustainable mission impact with fewer resources than do monolithic organizations that try to do everything by themselves. Unfortunately, however, many practices in the nonprofit sector inhibit the creation of such networks.

Nonprofit leaders often view organizational growth and revenue increases – rather than impact – as their primary metrics of success. As in the corporate sector, the nonprofit sector considers growth of some form – whether scaling up existing programs, expanding to new locations, raising more money, or proliferating new programs – to be a sign of vitality and impact. Organizations whose budgets, staff, and programs are growing in direct response to an urgent need are often viewed as the most successful.

Networked nonprofits like HFHE, WWB, and GDBA (three “networked nonprofits” profiled by the authors) share a third trait: They see themselves as nodes within a constellation of equal, interconnected partners, rather than as hubs at the center of their nonprofit universes. Because of the unrestricted and frequent communication between their different nodes, networked nonprofits are better positioned to develop more holistic, coordinated, and realistic solutions to social issues than are traditional nonprofit hubs."

Examining Our Mental Models: A Key to Breakthrough Thinking

2009-01-19T18:56:00.003-06:00

In his book "The Fifth Discipline: The Art and Practice of the Learning Organization", author Peter Senge describes five thinking tools or disciplines. One of these tools is the discipline of “Mental Models”. Mental models are deeply ingrained assumptions, beliefs, generalizations, or images that influence how we see the world and how we take action in it.

Very often we are not consciously aware of our mental models or the effects they have on our thinking and behavior, including how we go about strategic planning.

For example, if our mental model of a library is that of a building where the community keeps its books, we will spend much of our time thinking about adding shelf space and buying more books. On the other hand, if we view the library as the community’s gateway to an expanding world of information, we will think and act very differently. Mental models of what can and cannot be done in different management and community settings are no less deeply entrenched.

Here’s the point: if we proceed with strategic planning without examining our mental models, we run the great risk of creating a plan based on assumptions and beliefs that are, in whole or part, obsolete. A plan based on faulty thinking is not going to lead to the kind of impact we desire.

The discipline of working with mental models starts with turning the mirror inward: learning to unearth our internal pictures of the world and our work to bring them to the surface and hold them up to tough questioning. It also includes the ability to carry on "learningful" conversations in which people expose their own thinking and make that thinking open to the influence of others.

The discipline of mental models is a key to understanding how organizational learning takes place:

• We begin by unfreezing ourselves from currently held beliefs, knowledge, attitudes or mental models. We determine which mental models are still valid and provide true pictures of the world and which mental models no longer work.
• Next we absorb new or alternative attitudes, beliefs and behavior.
• Finally, we begin to make decisions and take actions based on the new state of mind.

Of course we will repeat this learning process from time to time as some of the new mental models become outdated themselves.

At a recent conference, nonprofit leaders were asked to identify some of the mental models, paradigms and assumptions that they operate from that influence how they act internally and externally. The list of mental models included the following:

For one nonprofit engaged in racial justice work, some of the mental models:

• Racism is so huge we can't possibly effect or impact or end it.
• The corporate world is resistant to racial justice work.
• Only people of color can do effective racial justice work.

Other nonprofits identified the following mental models:

• Our identity as an organization is our current building.
• More money will solve all of our problems (if we only had more funding . . .).
• People find fundraising inherently distasteful.
• We are a flat organization so we cannot provide internal opportunities for promotion and advancement.

These mental models represent ways of thinking that will limit our stratgeic thinking in significant ways.

During the conference workshop, participants then began to examine these mental models by applying the following questions:

• Does this mental model represent an accurate picture of the world? Is it still valid and what is the evidence that the mental model still works? (Are we sure?)
• Is this mental model obsolete in some way and if so, how? Again what is the evidence that the mental model no longer works?
• How will this mental model affect our strategic planning efforts?
• Can this mental model be improved?
• How can a new mental model increase the mission impact of our work in the future?

If you’re interesting in exploring the discipline of mental models further, here are two good resources:

• Working with Mental Models by Roland Boettcher

• Mental Models: The Second Discipline of Learning Organizations by Marty Jacobs

I’d like to end with a few quotes that help to make the point about the importance of understanding the impact of mental models on our work:

"You never change something by fighting the existing reality. To change something, build a new model that makes the existing model obsolete." -- Buckminster Fuller

“The world we have made as a result of the level of thinking we’ve done thus far creates problems that we cannot solve at the same level at which we created them.… We shall require a substantially new manner of thinking if humankind is to survive”. -- Albert Einstein

And on the eve of President Barack Obama’s Inauguration, the words of Abraham Lincoln:

“The dogmas of the quiet past are inadequate to the stormy present…. As our case is new, we must think anew and act anew.”

New Planning Resources for a New Year

2009-01-07T15:09:00.003-06:00

Yes We Can!

As the New Year begins, I'd like to recommend a few excellent resources to support your strategic thinking and planning efforts.

First, another great article from the Harvard Business Review. Appearing in the December 2008 issue, there is an article entitled Delivering on the Promise of Nonprofits by Jeffrey L. Bradach, Thomas J. Tierney, and Nan Stone. The authors, associated with the Bridgespan Group, propose that nonprofits wanting to dramatically increase their mission impact need to address five interdependent questions: Which results will we hold ourselves accountable for? How will we achieve them? What will results really cost, and how can we fund them? How do we build the organization we need to deliver results? These questions provide a framework for change that combines elements of theory of change, outcomes measurement, strategic and business planning, and organizational development. Included in the article, are a number of case examples drawn from the work of the Bridgespan Group. If you don't subscribe to the Harvard Business Review, you can purchase an electronic or hard copy of the article at www.hbr.org. Order Reprint R0812G.

The second resource is the Severson Center Trend Website. The Severson Center, a division of the Alliance for Children and Families, has opened their trend website to the general public, allowing access to a library of information in a user-friendly format. No login is needed for the website, but some reports are password protected for access by members of the Alliance. Trends and their impacts are organized under the following categories: Business/Economy, Education, Nonprofits, Technology/Science, Demographics/Population, Health, Social Service Issues, and Work. No question about it: this is the only resource of its kind and an invaluable resource for nonprofit strategic planning efforts. Go to: www.alliancetrends.org.

The third resource is Designing Your Future: Key Trends, Challenges and Choices Facing Associations and Nonprofit Leaders published in August 2008 by ASAE and the Center for Association Leadership. According to the authors, Designing Your Future “began with the analysis of several hundred trends. Association leaders and other experts and practitioners have winnowed the lengthy list of impacts to the most critical trends ranging from social to economic to political to environmental to technological impacts likely to affect associations.” Here are some of the chapter headings: Key Challenges: 10 Strategic Priorities Association Leaders Must Address, Key Choices: a Strategic Decision-Making Framework, 50 Key Trends, Scenario Analysis Workshop, Trend and Trend Analysis Workshop. Click here to preview this publication on Amazon.com.

And don't forget to check out our listing of Key Trends included in our weekly feature Nonprofit Picks Of The Week.

Happy New Year!

Strategic Thinking and Planning: A Resource Bibliography

2008-09-18T20:30:00.002-05:00

Here is a newly revised resource bibliography on strategic thinking and planning:

• Basic Overview of Various Strategic Planning Models by Carter McNamara, http://www.managementhelp.org/plan_dec/str_plan/models.htm.
• Blueprint for Success, A Guide to Strategic Planning for Nonprofit Board Members by BoardSource (video/DVD), http://www.boardsource.org.
• Business Planning Resources for Nonprofits by The Bridgespan Group, http://www.bridgespan.org/kno_themes_businessplanning.html.
• Designing Your Future by ASAE and the Center for Association Leadership, http://www.asae.org.
• Effective Strategic Planning: Getting Your Organization Focused and Directed by Michael Burns and Paul Yelder, http://www.practitionerresources.org/cache/documents/36796.pdf.
•Field Guide to Nonprofit Strategic Planning and Facilitation by Carter McNamara, MBA, PhD, http://www.authenticityconsulting.com/pubs/SP_gdes/SP_pubs.htm.
• Nonprofit Organizational Assessment Tool: Strategic Planning by Professor Andrew B. Lewis, Center for Community Economic Development, University of Wisconsin Extension,
http://www.uwex.edu/ces/cced/nonprofits/management/assessment.cfm.
• Presenting: Strategic Planning: Choosing the Right Method for Your Nonprofit Organization by Michela M. Perrone Ph.D. and Janis Johnston and BoardSource, http://www.boardsource.org/Bookstore.asp?category_id=47&Item=179.
• Stanford Social Innovation Review published by the Center for Social Innovation at the Stanford Graduate School of Business, http://www.ssireview.com.
• Strategic Planning for Public and Nonprofit Organizations: A Guide to Strengthening and Sustaining Organizational Achievement by John M. Bryson, http://www.josseybass.com/WileyCDA/WileyTitle/productCd-0787967556.html.
• Strategic Planning Resource Collection by Professor Andrew B. Lewis, Center for Community Economic Development, University of Wisconsin Extension, http://www.uwex.edu/ces/cced/nonprofits/management/sites_strategic.cfm.
• Strategic Planning Workbook for Nonprofit Organizations by Brian W. Barry and the Fieldstone Alliance, http://www.fieldstonealliance.org/productdetails.cfm?PC=39.
• Strategic Planning: A Practical Handbook for Nonprofit Organizations by Michael Allison and Jude Kaye, http://www.wiley.com/WileyCDA/WileyTitle/productCd-0471445819.html.
• Strategic Planning: Frequently Asked Questions by The Alliance for Nonprofit Management, http://www.allianceonline.org/FAQ/strategic_planning.
• The Drucker Foundation Self-Assessment Tool Process Guide by the Peter F. Drucker Foundation for Nonprofit Management and Gary J. Stern, http://www.wiley.com/WileyCDA/WileyTitle/productCd-078794436X.html.
• The MacMillan Matrix for Competitive Analysis of Programs, http://www.pasesetter.com/documents/pdf/turbtimes/Competitive%20Analysis.pdf
• The Nonprofit Quarterly published by Nonprofit Information Networking Association, www.nonprofitquarterly.org.
• The Nonprofit Strategy Revolution by David La Piana. www.amazon.com.
• Toolkit for Developing a Social Purpose Business Plan, by Structured Employment Economic Development Corporation (Seedco), http://nvn-toolkit.seedco.org/businessplanning.
• What If? The Art of Scenario Thinking for Nonprofits published by the Global Business Network, http://www.gbn.com/ArticleDisplayServlet.srv?aid=32655.

Strategic Planning Gets Better

2008-05-14T16:29:00.004-05:00

These continue to be exciting and challenging times for nonprofit organizations. There is increased understanding among nonprofit leaders about the importance of strategic thinking and planning. The practice of planning itself continues to evolve – and improve. Here are some of the important developments:

Accelerated Strategic Planning: Most nonprofits don’t need to be sold on the value of strategic planning and thinking. At the same time, leaders have no patience for a process that goes on too long. The key is designing a process that gives adequate attention to information gathering and analysis and identification of critical strategic issues, involvement of key stakeholders, and the formulation of strategies and action plans that effectively address identified issues – and at the same time, making the most effective use of the valuable time of the leadership. Related to the theme of accelerated planning, is the growing interest in planning tools and approaches that facilitate just-in-time strategy development on an ongoing basis – a rapid response to new developments and emerging market opportunities that can’t wait for a formal strategic planning process. See the publication that everyone is raving about (and rightly so) The Nonprofit Strategy Revolution by David La Piana.

Collaborative Approaches to Strategic Planning: Nonprofits are showing new interest in collaborative strategic planning efforts in which the focus is on a shared customer/constituent base or pressing community issue rather than development of a strategic plan for their organization alone. Examples of this approach include several youth and family serving organizations developing a collaborative strategic plan to offer new services to children with special needs in a region or neighborhood development groups of the needs board effective strategic planning focusing on affordable housing in city neighborhoods. Such a collaborative approach to strategic planning that involves multiple perspectives can lay the groundwork for new cross sector partnerships that will increase the impact of a nonprofit in the future. For many nonprofits – even those who see the importance of planning collaboratively – this will require a commitment to build capacity to engage in such a planning approach. Here’s a recent news account that describes one such collaborative approach to strategic planning involving the Healthy Communities Coalition and Lyon County Human Services near Reno Nevada.

Reviewing Program Design With Theory Of Change: Strategic planning can also be an opportunity to examine the basic approach being used by an organization to achieve mission impact. The terms "business model" and "theory of change" are terms increasingly in use. We can stimulate fresh strategic thinking by posing questions like: “What are our basic beliefs, assumptions, or paradigms about how things work in our part of the world – our service area, our region, our profession or field of endeavor “What are the root causes of the problem or issue our organization seeks to address?” “Does the organization base its work on a coherent theory of change? “What is that theory of change?” “Is it working?”. For more information about theory of change, go to: http://www.theoryofchange.org/index.html. The site introduces a process for developing a theory of change, gives examples of this process, and tackles several interesting advanced topics on putting the process into practice. Be sure to take a look at Theory Of Change As A Tool For Strategic Planning and Making Sense: Reviewing Program Design with Theory of Change.

Strategic Planning as an Opportunity for Board Leadership Development: The board of directors, as one of the clearest expressions of its governance responsibility, needs to play a leadership role in strategic planning. Sometimes, executive directors, concerned that the planning process can invite micromanaging on the part of the board, will seek to limit involvement of the board in strategic planning. The concern is understandable but if the board is already operating from a clear understanding of its roles and responsiblities, this is less likely to be a problem. Terrie Temkin, a consultant to nonprofit organizations, has written a series of excellent articles highlighting the role of the board as strategic thinkers. Some of them are listed here: Recruiting Strategic Thinkers, Orienting Board Members to their Responsibilities as Strategic Thinkers and Structuring Board Meetings to Maximize Strategic Thinking Boards.

Strategic Planning and Succession Planning

2008-02-24T16:42:00.006-06:00

Merianne Liteman, in her article “The Board’s Role in Succession Planning” makes some important connections between strategic planning and effective executive transition. While her primary audience is arts organizations, her advice is helpful for any nonprofit. She writes:

"A plan for transition to new leadership can’t emerge fully grown … . For leadership transitions to succeed, they must be consistent with and, indeed, grow out of the organization’s core strategy—its vision, mission, and values—as well as a clear understanding of its current status. This strategy is best expressed through a formal plan, which takes into account where the organization has been, where it is now, and where it wants to go. With a thoughtful and up-to-date strategic plan in place, an organization has a solid platform from which to launch a successful transition effort. Without such a plan, any succession effort it undertakes will rest on quicksand."

She goes on to say:

"A current strategic plan is essential for a smooth transition. The process of creating a strategic plan—or of reexamining and updating an existing one—offers an arts organization the chance to take a critical look at itself, reconsider its vision, assess its strengths and potential challenges, explore opportunities for growth, rethink its policies in line with current realities, and address issues that are critical for its future."

Sometimes nonprofit boards will leave this kind of strategic decision-making up to the new executive director. And this why some executive transitions end up as disasters. Liteman says that it’s a real mistake for organizations to assume that the new director is the one who should come up with the answers:

"Addressing these questions up front will yield dividends when the board makes critical decisions about the skills and competencies a potential successor should possess. Sometimes boards decide to leave such questions for the new director to address once he or she arrives. Bad idea; that’s like asking the pilot to decide on a destination after all the passengers are seated."

The succession plan may or may not be part of the nonprofit’s formal strategic plan. If not, it still needs to align with the strategic plan as Merianne Liteman points out. To download a copy of the article, go to: http://www.artsalliance.org/docs/al21c/book_sectionCch6.pdf.

Here are some links to resources on succession planning and executive transition. You can use these to educate board and staff leadership on this critical challenge as part of the effort to gear up for strategic planning or succession planning – or both.
• The Texas Commission on the Arts has compiled a number of leadership transition resources at http://www.arts.state.tx.us/toolkit/leadershiptransitions.
• TransitionGuides, a consulting and educational services company specializing in executive transition at http://www.transitionguides.com/about/about.htm.
• Leading Transitions, a firm specializing in providing technical assistance in the areas of executive transition management and succession planning at http://leadingtransitions.com.
• Compass Point Nonprofit Services provides access to research and articles on executive transitions, as well as templates for emergency succession plans and interim executive director job descriptions at http://www.compasspoint.org/content/index.php?pid=150

Key Strategies for Your Nonprofit

2007-10-06T20:50:00.001-05:00

While strategic plans will address critical issues and challenges that are unique to individual nonprofits, it is also true that there are some key strategies that need to be incorporated into the strategic plans of all nonprofits in some way, regardless of mission focus. Here's my starter list:

Boomers. Your strategic plan needs a targeted strategy to engage baby boomers as volunteers, board leaders, donors, and activists. One of the best resources available for thinking this through is Generations: The Challenge of a Lifetime for Your Nonprofit by Peter C. Brinckerhoff which outlines in very specific ways what you can expect and how to plan for it. This publication also includes an assessment tool.

Strategic Restructuring. Your strategic planning process also needs to include exploration of partnerships, alliances and other forms of strategic restructuring. It's always been true -- and in the future even more so -- that the ability to forge partnerships and alliances that advance your nonprofit’s strategic priorities is a critical competency. Here are some excellent resources: LaPiana & Associates Strategic Restructuring Website. Also read Forging Nonprofit Alliances: A Comprehensive Guide to Enhancing Your Mission Through Joint Ventures & Partnerships, Management Service Organizations, Parent Corporations, and Mergers by Jane Arsenault. Also see AllianceStrategy.com which offers resources and readings on alliance strategy and management. The site is maintained by Ben Gomes-Casseres, author of The Alliance Revolution and co-author of Mastering Alliance Strategy, a professor at Brandeis University.

Leadership Succession. Your strategic planning also needs to address the challenge of board and staff leadership succession and related executive transition issues. Three of the best resources on this subject are: TransitionGuides, Compasspoint Nonprofit Services Executive Transition resources, and the Annie E. Casey Foundation’s Executive Transition Monographs Series.

Regional Thinking. Another critical theme is regional thinking and decision-making. Increasingly local leaders are becoming convinced that solutions to local problems require regional strategies. Nonprofits also need to think about their missions, programs and services in regional terms. Obviously this will be more important for some organizations than for others. A good place to start is the Alliance for Regional Stewardship.

The Web. You also need to be thinking about technology and specifically Web 2.0. Don't know what Web 2.0 is? You'd better. What are the implications of these new web-based communications and networking tools? Nonprofits that figure this one out are way ahead. Start with Everything You Need to Know About Web 2.0 by Techsoup. And here is an excellent book Momentum: Igniting Social Change in the Connected Age by Allison Fine.

Collaborative Strategic Planning. Finally look for opportunities to engage in collaborative strategic planning with current and prospective partners. Nonprofits are showing new interest in collaborative strategic planning efforts in which the focus is on a shared customer/constituent base or pressing community issue rather than development of a strategic plan for their organization alone. Examples include several youth and family serving organizations developing a collaborative strategic plan to offer new services to children with special needs in a region or neighborhood development groups focusing on affordable housing in city neighborhoods. This theme was addressed in a February 14, 2006 post on this blog.

The Relationship of Strategic Planning to Other Forms of Planning

2007-09-18T11:58:00.001-05:00

Often there can be some confusion and disagreement about the definition of strategic planning and its relationship to other forms of planning in nonprofit organizations. I have tended to view the strategic plan as a 3-5 year “strategic blueprint” that serves as the foundation for these other forms of planning. I recently conducted a webinar entitled "The Relationship of Strategic Planning to Program Planning and Business Planning”.

In preparing for the session, I came across an excellent article “Business Planning for Nonprofits: Why, When — and How It Compares to Strategic Planning” by Brigette Rouson. The article describes three approaches to defining the relationship of strategic planning to other forms of planning. According to Rouson, the three approaches include selection (opting for one over the other), synthesis (bringing elements of both approaches together) and sequencing (ordering one before the other). If you want to explore this relationship further, check out this article and others included in the resource bibliography I developed for this recent webinar:

Collection of Business Planning Resources for Nonprofits: The Bridgespan Group has assembled an excellent set of resources on business planning for nonprofits. In “Business Planning for Nonprofits,” Bridgespan draws on client experience to illustrate the key components of the business-planning process. http://www.bridgespan.org/kno_themes_businessplanning.html

Business Planning For Nonprofits What It Is and Why It Matters
http://www.bridgespan.org/PDF/BusinessPlanningforNonprofits.pdf

For an impressive example of business planning in the nonprofit sector see the Harlem Children’s Zone business plan. http://www.bridgespan.org/kno_case_hcz.html

Business Planning Toolkit by Seedco. http://nvn-toolkit.seedco.org/businessplanning/

Business Planning for Nonprofits: Why, When — and How It Compares to Strategic Planning by Brigette Rouson. http://www.1000cranes.com/downloads/Alliance.1kcranes.Article.pdf

Thinking about a Revenue Generating Venture as a Sustainability Strategy for your Nonprofit Organization by Mike Burns http://www.brodyweiser.com/pdf/RGVforNonprofits.pdf

Business Planning by Carter McNamara, Authenticity Consulting http://www.managementhelp.org/plan_dec/bus_plan/bus_plan.htm

Basic Guide to Nonprofit Program Design and Marketing by Carter McNamara. http://www.managementhelp.org/prog_mng/np_progs.htm

Strategic Planning for Your Organization and Its Fund Development by Lori Bertman
http://www.latour.lsu.edu/presentations/Strategic%20Planning%20Fund%20Development%20Tourism.pdf

One More Time - What’s Your Volunteer Strategy?

2007-07-29T15:51:00.001-05:00

In my June 25, 2007 post, I asked the question “What’s Your Boomer Strategy?” and suggested that most nonprofits don’t have concrete strategies in place to tap into Baby Boomer charitable giving, volunteering and professional workplace skills and knowledge. I went on to highlight a number of excellent resources that are now available to help nonprofits craft such strategies.

More good news! For nonprofits that want to get serious about mobilizing volunteer resources in the service of their missions, the Corporation for National and Community Service recently released, Volunteering in America: 2007 City Trends and Rankings. According to the Corporation,

This publication ranks and includes profiles for 50 of the largest cities including the volunteer rate; the types of organizations through which residents serve; their main volunteering activities, the average hours per year and volunteer rates for age and gender demographic groups, and key trends and highlights. The report also analyzes social and demographic trends affect city volunteer rates and finds that there are four key drivers of volunteering: community attachment; commuting times, high school graduation levels and poverty; and the prevalence of nonprofits and their capacity to retain volunteers from year to year.

This data can help your nonprofit develop a volunteer growth strategy as part of your overall strategic plan. For links to an executive summary, the full report, and related resources, go to: http://www.nationalservice.gov/about/volunteering/cities.asp

Even more good news: To support your volunteer strategy development, the Points of Light Foundation has designed an Economic Impact of Volunteers Calculator that can assign a realistic economic value for volunteer time. Using the calculator, you can determine the value of the time current and prospective volunteers provide doing a wide variety of volunteer jobs. The Calculator estimates the appropriate wage rate for volunteer time based on what the person does and the value of specific tasks according to market conditions as reported by the US Department of Labor. To check out the calculator, go to: http://www.pointsoflight.org/resources/research/calculator.cfm

The Power of Vision

2007-07-15T17:43:00.001-05:00

In previous posts, I’ve talked a lot about vision. “If we could create the organization of our dreams and have the impact we have always wanted to have in the lives of the people we serve, what would that success look like in five years?”

I regard vision as the centerpiece of the strategic planning process -- and the resulting strategic plan. Of course, we need detailed, financially viable action plans to get us to our desired future. But without a compelling, shared vision, really, what’s the point?

I want to share a favorite quote with you. Max DePree ends his book Leadership Jazz with a captivating story about leaders whose actions were inspired by vision. This story demonstrates to us the vital link between strategic planning, vision and the stewardship responsibilities of leadership. It's a lesson for all of us: our strategic plans will touch the lives of individuals and communities far into the future.

In the late fourteenth century, the members of New College at Oxford, moved into their quadrangle, the first structure of its kind, intended to provide for the residents all that they needed. On the north side of the quadrangle sit the chapel and the great hall, beautiful buildings and, as you might imagine, the focus of the life of the college.

In the middle of the nineteenth century, almost five hundred years later, the college hired architect Sir Gilbert Scott to restore the roof of the hall. The roof and the great oak beams that supported it had badly rotted. And so representatives from the college with Sir Gilbert visited Great Hall Woods, in Berkshire, where they expected to find trees for replacement beams. Sure enough, the replacements were standing there, waiting to be hewn out of the living oak trees planted a century before for just that purpose.

An anonymous leader's promise had been fulfilled. The voice and touch of a distant leader had been joined.

What’s Your Boomer Strategy?

2007-06-25T09:56:00.001-05:00

What’s your boomer strategy? Don't have one? You're not alone. Here are some resources that can help.

An important part of the information gathering and analysis that lays the groundwork for successful strategic planning is the external assessment, sometimes called the environmental scan. The purpose of the external assessment is to identify and assess changes and trends in the environment in which a nonprofit operates that are likely to have significant future impact on the nonprofit itself as well as the people and communities being served. Typically, we look at political, economic, technological, social, lifestyle, demographic, competitive, regulatory and broad philanthropic trends. We then determine which changes are opportunities for our organization (for example, opportunities to grow) and which could be threats to us in some way (for example, trends that can have a negative impact on our revenue generating activities). Finally we identify implications for selected changes and trends -- ways our nonprofit might respond to the opportunities and threats we identify.

Some of the changes and trends will be of special interest to a particular nonprofit given its mission. For example, a nonprofit organization that promotes home ownership in city neighborhoods will focus on relevant federal and state policies, interest rates and other economic changes that affect family income levels.

At the same time, there are broad external changes and trends that will have impact on nonprofits regardless of their mission focus. Sometimes the anticipated impact is so great that every nonprofit doing strategic planning needs to craft a strategic response to that trend. For example, the effect of Sarbanes-Oxley and other developments that intensify the call for public accountability of nonprofits are prompting many organizations to change internal governance practices and, in general, to focus more on efforts to enhance public awareness and understanding of their work.

Today there are several other broad trends of this type that come to mind. One of the most important is the impact of baby boomers as they now begin to retire. A lot is being written about what boomers will be doing with their volunteer time and their charitable dollars. Also, for a number of reasons, many boomers will put off retirement to continue working in their current jobs or in new part-time positions. Several studies suggest that many boomers, when they think of employment "after retirement", express a preference for work in the nonprofit sector.

All of this represents great news for nonprofit organizations. The problem is that many nonprofits are not thinking about how to capitalize on this phenomenon. This trend and its implications are so important that a strategic plan that doesn’t include concrete strategies to tap into Boomer charitable giving, volunteering and professional workplace skills and knowledge is deficient in a serious way.

The great news: lots of excellent resources available with guidance to nonprofit leaders trying to better understand this trend, identify implications and develop a strategic response. Here are a few:

• One of the most recent books on the subject is Generations: The Challenge of a Lifetime for Your Nonprofit by Peter C. Brinckerhoff which outlines in very specific ways what you can expect and how to plan for it. This publication also includes an assessment tool.

• The Boomer’s Guide to Good Work by Ellen Freudenheim, published by The MetLife Foundation and Civic Ventures. Go to: http://www.civicventures.org/publications/booklets/boomers_guide.cfm
• Craver, Mathews, Smith & Company published a landmark study on Baby Boomer trends in fundraising and advocacy. Go to: http://cms.convio.net/site/PageServer?pagename=boomer

• A recent Fidelity Charitable Gift Fund survey reports that boomers are on track to give 20% more than the average donor. Go to: http://www.charitablegift.org/learn-about-charity/news/12-07-2006.shtml

• The best effort to date to bring resources together in one place is “Baby Boomer Volunteer Resources” compiled by the Alliance for Nonprofit Management. Go to: http://www.allianceonline.org/boomers.page

Anchoring the Organization in a Set of Governing Ideas

2007-03-18T16:50:00.001-05:00

In "The Fifth Discipline" Peter Senge speaks of the importance of anchoring an organization in a set of governing ideas. According to Senge, MISSION is the "Why?" - the organization's answer to the question, "Why do we exist?" VISION is the "What?" - the picture of the future we seek to create. And CORE VALUES is the "How?" - the organization's answer to the question, "How do we want to act consistent with our mission on the path toward our vision?" An organization's values describe how the organization wants life to be on a day-to-day basis, while pursuing the vision.

Clarity about these governing ideas is the foundation for effective strategic planning, and organizational effectiveness in general. Our mission, vision and core values need to be in alignment. At the same time, while the words "mission" and "vision" are often used interchangeably, they are two distinct things. The mission refers to the fundamental purpose of the organization. The vision statement describes the hoped for destination, and therefore reflects the future direction of the organization. We can be completely clear about our purpose, and still be in complete disagreement about our vision for the future.

I regard the strategic vision as the centerpiece of a good strategic plan and organizational effectiveness in general. Without agreement about the "future we seek to create", we run the risk of devising a plan that may look good on paper -- bold and exciting strategic priorities, based on sound financial analysis, with a solid framework for evaluating results -- but a plan that takes us and the community that we are presuming to serve in the wrong direction.

Senge -- and I agree completely -- speaks passionately about the importance of a shared vision. A vision that people are committed to-- they'll do whatever it takes to make the vision a reality. He contrasts this with a vision about which people are apathetic (Neither for nor against vision. No interest. No energy. “Is it five o'clock yet?”)

And if we are to have a shared vision that inspires this kind of commitment, we need to make sure that the process we use to create the vision is one that fully engages board, staff and community stakeholders. The process needs to allow them to connect their personal dreams and their highest aspirations to the work of creating a shared vision for the organization. Visions that are handed down from on high without this kind of meaningful engagement don't inspire people to put forth their best efforts.

In the issues-based approach to strategic planning which I favor, the vision is rooted in the critical strategic issues which board and staff leadership identify in the planning process. In many ways, the vision represents the "big answer" to the "big questions" (issues) that surface in the early stages of our strategic planning.

There are lots of great web-based resources for developing this kind of shared vision. For a look at one approach that I have found useful, go to: http://www.createthefuture.com/strat%20vis.htm. And for a sampling of vision statements from a wide range of nonprofits, go to: http://www.createthefuture.com/sample_vision_statements.htm.

For some of the most inspired thinking about vision, go to the source: “The Fifth Discipline” by Peter Senge. "Vision" is one of the five disciplines of the learning organization as Senge conceives it. Read Chapter 10 "Shared Vision". In fact, while you're at it, read the book! It’s recently revised with lots of new material and will continue to be an influential work. And visit http://www.solonline.org for other Fifth Discipline resources.

Strategic Planning Surveys

2007-02-18T22:19:00.001-06:00

Increasingly, leaders who see the value of strategic planning are looking for ways to engage in the process without taking any more time than is necessary. The demands on people's time -- especially board leaders -- means that strategic planners must look for ways of accelerating the planning process.

In my experience, in order to do credible strategic planning and at the same time meet the demand for a less time consuming process, information gathering and analysis must be completed before leaders engage in formal strategic planning sessions. When this is done, the planning group can hit the ground running.

I want to offer a glimpse at a few information gathering surveys for strategic planning I’ve been using for the last several years. They’ve all undergone a number of revisions and work well with a broad range of nonprofits. There is a survey tool for board and staff of organizations and a second survey tool I use for gathering information and insights from “key informants”. Key informants are individuals presumed to have special expertise, knowledge and insights that could be helpful in the strategic planning process. Informants may have an understanding of the changes going on in the community, trends specific to the field of work in the nonprofit is engaged in, the economy, the political environment, the impact of new regulations/legislation, charitable giving, etc.

To view the board and staff survey sample, go to: http://www.surveymonkey.com/s.asp?u=740623335077. To view the key informant survey sample, go to: http://www.surveymonkey.com/s.asp?u=426343335293

Disruptive Innovation for Social Change

2007-01-26T19:41:00.001-06:00

Every once in awhile, an article appears that goes on to have significant impact in the nonprofit sector. In 1989, Peter Drucker wrote What Businesses Can Learn from Nonprofits, an important counterbalance to the prevailing belief that all of the answers to organizational effectiveness could be found in the for-profit sector alone. In 1996, Chait, Holland and Taylor wrote The New Work of the Nonprofit Board. This article led to a number of important efforts to improve board performance and these efforts continue. Now in December 2006, a new article in the Harvard Business Review promises to do the same. In the article, Disruptive Innovation for Social Change, Clayton M. Christensen, Heiner Baumann, Rudy Ruggles, and Thomas M. Sadler offer a challenge to the nonprofit sector:

"In the social sector, too much attention is devoted to providing more of the same to narrow populations that are already served. It's time for a fundamentally different approach. . . . it's not a lack of solutions, but rather misdirected investment. Too much of the money available to address social needs is used to maintain the status quo, because it is given to organizations that are wedded to their current solutions, delivery models, and recipients. ... While they may do a good and important job serving those people, and while there services may steadily improve, these organizations are unlikely ever to reach a far broader populations that are in need -- and that would be satisfied by simpler offerings, if only they were available.”

The authors advocate searching for “disruptive" or "catalytic” innovations that have the potential for dramatic breakthroughs in efforts to address pressing community needs and social issues. The article offers examples of disruptive innovation, qualities of catalytic innovators and advice to funders and investors who want to see their dollars lead to real change.

The relevance for strategic planning? The challenges posed by the authors of this article are ones that need to be incorporated into our strategic thinking and planning efforts. Whether we refer to it as "theory of change" or "logic model", we need to ask ourselves if we operate from an understanding of how change happens, if our programs and services reflect this understanding, and what is the evidence that our program/service approach is actually working. And as the authors of the article Making Sense: Reviewing Program Design with Theory of Change suggest, this analysis needs to take place before strategic planning -- not after. A strategic planning effort that avoids this analysis can lead -- as many strategic planning efforts do -- to the decision to continue with more of the same --ineffective programs with mediocre results.

More commentary on this important article can be found at ManyWorlds, New Profit, Community Health Edge, the Boston College Center for Corporate Citizenship and the Private Sector Development Blog.

Be sure to read “Disruptive Innovation for Social Change” and share it with board leaders, staff, colleagues, and friends.

Strategic Planning -- An Engaging Process

2007-01-09T07:08:00.001-06:00

The latest program in Boardstar’s podcast series features an interview with me on the role of the board in strategic planning. The interview, led by Pat Wyzbinski of the Nonprofit Management Fund covers the following topics: use of an outside facilitator, how long does a strategic planning process take?, benefits of board and staff involvement in information gathering activities for strategic planning, growing interest in accelerated strategic planning, key components of an effective strategic planning process, composition of the strategic planning committee, including the value of involving "outsiders" in the planning process, measuring progress in implementing a strategic plan. You can listen to this podcast and download it to your computer, iPod or MP3 player at http://www.smallpackageproductions.com. The Board star program was recently featured as a noteworthy website in our regular Picks of the Week. Go to: http://www.boardstar.org/mc/page.do.

Shedding Old Rules

2006-12-22T22:08:00.001-06:00

Two quotes to set the stage for strategic thinking for 2007.

The first quote on the difficulty in letting go from The Accelerating Organization: Embracing the Human Face of Change by Arun Maira and Peter Scott-Morgan ...

"At the Santa Fe Institute in New Mexico, mathematicians and scientists in physics, chemistry, biology, economics and computer science look at the mechanisms and principles whereby organisms and other complex systems change and learn. One principle of survival they've observed is continuous shedding of operating rules that cease to be relevant because of changing environmental conditions.

They found that complex systems, whether biological organisms or computer systems, can hold only a small number of rules in operation at anytime. So they must have an ability to shed old rules to make room for the new. Shedding becomes more complicated in systems involving human beings, because their sense of self-worth is often attached to many old rules."

The second quote on laying the foundation for new ideas from Where Do New Ideas Come From? Maximize the Differences by Nicholas Negroponte, Director, M.I.T. Media Lab ...

"The best way to guarantee a steady stream of new ideas is to make sure that each person in your organization is as different as possible from the others. Under these conditions, and only under these conditions, will people maintain varied perspectives and demonstrate their knowledge in different ways. There will be a lot of misunderstanding – which is frequently not misunderstanding at all, but the root of a new idea."

Wishing you a Happy New Year!

Why Strategic Plan Implementation Fails

2006-11-28T13:32:00.001-06:00

There are several reasons why implementation of strategic plans fails. I’ve listed 4 here. In each case the problem is addressed by designing and facilitating the process in such a way that the issue doesn’t arise during the implementation phase.

1. Lack of board, staff, volunteer, member, partner and stakeholder commitment to the strategic plan. One of the hallmarks of a successful strategic planning process is high levels of understanding, enthusiasm and support of the resulting plan among the aforementioned constituents. The most effective way to achieve this is to build into the process a variety of engagement opportunities: participation on the strategic planning committee, involvement in information and data gathering and analysis, service on other planning committees and workgroups, focus groups, community partner dialogs, and others. Sometimes, involvement of many in the planning process is avoided for fear that large numbers are unmanageable. If clear roles and responsibilities are communicated and if meetings and tasks are carefully structured, large numbers of involved and engaged people contribute to a successful process. For one thing, it ensures a broad range of perspectives on critical issues, absolutely essential to innovative thinking. As a practical matter, we want and need large numbers of people at all levels of the organization and community who are committed to achieving the vision and strategic goals outlined in the plan. In a thoughtful planning process, the strategic planning committee will assess the most effective ways to involve all internal and external stakeholders.

2. Lack of alignment between governance structures (especially committee and workgroup structure) and the strategic plan. In nonprofit organizations, implementation depends on the support and involvement of professional staff, board leadership, other volunteers, members, and community supporters. Organizational structures that align with the strategic plan ensure that all of these individuals can be effectively organized to carry out their work and that they will be moving in the direction of the strategic vision. To the degree that the resulting strategic plan represents a new direction -- in some cases, a radical departure from old ways of doing business -- organizations will discover that many former governance structures constitute unintended barriers to implementation. New structures need to be created if implementation is to succeed. To assure effective implementation, current board committee and workgroup structure, therefore, will need to be reviewed in light of requirements of the strategic plan.

3. The design and format of the earlier strategic planning process does not easily translate to action planning and implementation. One of the greatest frustrations in strategic planning is the failure to complete the transition from the “visionary blueprint” (mission, vision, goals, and strategies) to the concrete plans of action (objectives: who accomplishes what, by when, at what cost, to be measured by what indicators). In order to avoid this disconnect, I have found it useful to do the following: From the beginning, it’s important to describe the strategic planning model in sufficient detail that it is clear to all how and when the transition to concrete plans of action occurs. Begin the conversation about performance indicators earlier in the strategic planning process. The identification of key performance indicators sets the stage for developing objectives that are concrete, measurable and tied in directly to the mission, vision and strategic priorities.

4. Related to the third hurdle is lack of an effective framework for ongoing monitoring of implementation. The strategic planning process presents an opportunity for the organization to develop an important tool for ongoing monitoring of the strategic plan implementation. It’s called the organizational dashboard (also referred to as scorecard). Using the metaphor of the dashboard in a car, this tool is based on selection of key performance indicators that need to be tracked on a regular basis by the Board of Directors. An effective implementation process will link the dashboard monitoring tool directly to the strategic plan, thus providing important support for implementation.

Two Excellent Trend Documents

2006-11-19T13:36:00.002-06:00

I've come across two excellent trend documents recently. While the publications will be of special interest to nonprofits focusing on education, both resources will be useful to a broader audience of nonprofit leaders engaged in strategic thinking and planning. The resources are noteworthy because of the content they offer; they are also noteworthy because of the formats used to make the information more accessible and usable. These formats can be used to better organize trend data that you are gathering for your own strategic planning efforts.

The first resource is the book Sixteen Trends, Their Profound Impact on Our Future by Gary Marx. The author highlights a number of key trends, and then shows how each will influence educational policy in the future. Each chapter focuses on one major trend: there is a summary of the trend, implications for society as a whole and education in particular, and then a listing of questions and activities to stimulate further thought discussion and action.

The second resource is the Education Map of the Decade, created by the KnowledgeWorks Foundation to examine the forces affecting education and the economy. The map includes three key elements: trends, which represent major shifts, new developments and concepts and the driving forces that will shape the future of education; hot spots -- trends that the KnowledgeWorks Foundation thinks will have broad impact on education, and dilemmas -- problems that can't be solved and won't go away which require new thinking and new solutions. This map is more than a trend document -- it has to be experienced online. You'll find tutorials on the use of the map, discussion boards, links to additional resources and much more. This interactive website is a powerful example of how good information -- an essential ingredient of effective strategic planning -- can be gathered, organized and presented in user friendly ways.

Newsletters for Strategic Thinkers

2006-10-02T13:43:00.001-05:00

There are several newsletters that provide information, and resources that will support strategic thinking and planning efforts. You can subscribe to these newsletters at no charge although some newsletters are also published in a “premium” version available for a fee.

Here is a newsletter listing with reference to recent articles relating in some way to strategic planning:

The McKinsey Quarterly published by McKinsey and Co. Go to: http://www.mckinseyquarterly.com/. Free registration required. Recent article of interest to strategic thinkers: “Improving Strategic Planning: A McKinsey Survey.”

HBS Working Knowledge published by the Harvard Business School. Go to: http://hbswk.hbs.edu/forms/newsletter.html. Free registration required. Recent article of interest to strategic thinkers: “Failing to Learn and Learning to Fail (Intelligently)”

Nonprofit Online News published by the Gilbert Center. Go to: http://news.gilbert.org/. Free registration required. Recent article of interest to strategic thinkers: “The Theory Underlying Concept Maps and How to Construct Them”

Fast Company Today published by Fast Company Magazine. Go to: http://www.fastcompany.com/homepage/index.html. Free registration required. Recent article of interest to strategic thinkers: “Demographics: The Population Hourglass.”

I’ll add more newsletters in the future. In the meantime, send your newsletter suggestions to frankwill@aol.com or post them to this blog.

Incorporating Strategic Thinking into Board and Staff Meetings

2006-08-29T09:01:00.001-05:00

Recently I conducted a webinar entitled How to Incorporate Strategic Thinking into Board and Staff Meetings. The message: it’s not enough only to think strategically during a formal planning process. While it is important to periodically engage in a formal strategic planning process, there are many other ongoing opportunities for strategic thinking and planning in nonprofits. What are they, how can we use these opportunities, and how can we create other opportunities for strategic thinking? The webinar topics included: How to use your strategic plan to foster strategic thinking by board and staff; Sample agendas and facilitation designs that can be incorporated into shorter meetings; Techniques for information gathering and analysis to support strategic thinking and planning. For a copy of the session materials, email me at frankwill@aol.com

For a good discussion on the subject of the differences and relationships between strategic planning and strategic thinking, see Strategic Thinking: A Discussion Paper by Eton Lawrence of the Public Service Commission of Canada.

The Fierce Conversations in Strategic Planning

2006-07-27T08:19:00.001-05:00

In the last several years, a number of books have appeared on the subject of how to talk through difficult issues with others. The titles say it all: Fierce Conversations: Achieving Success at Work and in Life One Conversation at a Time by Susan Scott; Difficult Conversations: How to Discuss what Matters Most by Douglas Stone; and Crucial Confrontations by Kerry Patterson. The focus of these books is, for the most part, on interpersonal communication with friends, family members and co-workers. But these book titles capture an important quality of effective strategic planning practice. The planning process needs to be designed and conducted in such a way that leaders are able to articulate the most critical issues, choices and challenges facing their organizations, then engage in the “fierce conversations”, “difficult conversations” and “crucial confrontations” to thoroughly discuss these critical issues, choices and challenges and finally come to agreement on how the organization will respond to them.

In an issues based approach to strategic planning, the selection of issues is very important because it determines the range of decisions and choices the nonprofit will consider in the future. In some instances, leaders are already aware of some of the critical issues that the strategic planning process must help them address. In most situations, the planning process participants discern critical strategic issues as they examine the data gathered through external, market and internal assessment conducted earlier in the planning process. I like to challenge people to express their critical issues in the form of questions. The rest of the planning process then constitutes the work of constructing the big answers to these big questions. Identifying the critical issues and choices then becomes the watershed event in the planning process. If we have correctly identified the real issues, we know what we need to have the fierce conversations about. The resulting strategic plan will be relevant. If we fail to identify the real issues, the resulting plan will be useless – answers that may look good but answers to the wrong questions.

Accidental Innovation

2006-07-17T23:22:00.001-05:00

In an earlier post, (Wednesday, April 05, 2006, Strategic Thinking Starts Wednesday at 8:30 AM), I talked about the expectation that our strategic planning efforts foster innovation and the reality that innovative ideas often come to us outside of the structured planning sessions. This is explored in a recent Harvard Business School Working Knowledge Newsletter interview by Sarah Jane Gilbert. In the interview, Professor Robert D. Austin discusses his research and practical implications of the concept of accidental innovation. He notes that many important innovations are the byproduct of accidents and that the key is to be prepared for the unexpected. Austin’s key concepts include: “Innovation can't always be planned—accidents happen. Be prepared to recognize serendipitous opportunity, and, Understand the nature of breakthrough inventions in your industry and plan accordingly.”

To access the full interview, go to: http://hbswk.hbs.edu/item/5441.html.

The Difference Between Mission, Vision and Values

2006-07-06T22:33:00.001-05:00

So what is the difference between mission, vision and values? The article The Value of Vision appearing at the ManyWorlds website answers this and other questions including:
· Why engage in visioning?
· What are the hallmarks of an effective vision, and how do you go about creating one?
· What are the sources of problems in the vision process?
· How should you implement the vision?
· How does vision relate to mission and to values?
· At what point in the process of strategizing do you engage in envisioning?

The site includes a number of other good articles on the subject of organizational vision (Envisioning Growth, Focusing on A Vision, Lofty Missions, Down-to-Earth Plans, The Vision Thing: Without It You'll Never Be a World-Class Organization, Walking the Talk (really!): Why Visions Fail, Why Vision Matters More Than Ever, and more)

If you’re not familiar with ManyWorlds, you have to check it out. The site bills itself as "the Knowledge Network for Business Thought Leaders". You can create a personal knowledge network based on your interests. When you log in, the site displays updates in the topical areas you have previously selected. You can change your preferences whenever you want to. Manyworlds also automatically generates a set of recommendations for new resources that are judged to be useful to you based on your use of the website and your identified interests. This list of recommendations is updated weekly. Go to: http://www.manyworlds.com/

New Ideas for Strategic Thinking

2006-06-20T10:50:00.001-05:00

Business Week has just launched a design and innovation quarterly called IN (Inside Innovation). In the latest issue, three blogs were highlighted as good sources for new ideas:

Springwise. This blog bills itself as a “global network of 8,000 spotters that scan the globe for smart new business ideas…” In the site’s Idea Database, there is a section on nonprofits and social cause ideas with some very interesting ideas.

Headrush.typepad.com. Business Week describes it as “A must-read guide for CEOs, brand managers, and anyone trying to create passion in their customers.”

Edgeperspectives.typepad.com. This blog is published by John Hagel. At first glance, it may not appear as relevant for nonprofits but remember – we need to look in unfamiliar places for the new ideas.

Blogs are just one element of Web 2.0, a more interactive web experience with a number of new tools that support and encourage collaboration. For a good introduction to what going on, go to http://www.businessweek.com/technology/ceo_guide/index.html.

Strategic Planning – It Works!

2006-06-09T08:28:00.001-05:00

In a previous post (April 28, 2006 - Elements of Effective Strategic Planning Practice), I described some of the ingredients and qualities of effective strategic planning practice. I just concluded a strategic planning project with a nonprofit that emphasized for me the importance of these factors. They did it right and they now have a strategic plan that inspires them and will challenge them. Most importantly board and staff leadership as well as key community partners are really committed to the plan– which, of course, is the point.

How did this happen? Not by magic (well maybe a little). They did a number of things to lay the groundwork for a successful planning process. First the board established a strategic planning committee. It was led by a talented board leader who is in line to become president of the board in the near future. The planning committee also included a number of board and staff leadership including the executive director and the current board president.

The planning committee took the time to thoroughly orient itself to strategic planning and then agreed on clear outcomes for the process. They also created many opportunities for other board, staff, customers, volunteers, and other community stakeholders to be involved in the strategic planning and thinking process in meaningful ways.

They set aside time outside of the formal planning sessions to talk informally about the emerging critical issues. A number of important insights arose as a result. (Previous post: April 5, 2006 - Strategic Thinking Starts Wednesday at 8:30 AM)

They also made sure that the strategic framework – mission, vision, goals and strategies – was translated into a concrete implementation plan with defined measures of success. In addition, the board aligned its committee structure with the new strategic plan.

All of this in about five month’s time. They did it right and it worked!

Future Trends Resource for Strategic Planning

2006-05-21T22:59:00.001-05:00

The study, Future Trends Affecting Education, published by the Education Commission of the States, examines ongoing and emerging trends and explores how these trends may affect education in the United States over the next 20-30 years. Trends are grouped into the following areas: education, demographic, technological, economic, political and social. Though the study was published in 1999, the findings remain very relevant with one possible exception (“Trend 15: Term limits on governors and state legislators are growing more common”). While the focus is on education, the study provides an excellent trends summary that will be useful for a broad range of nonprofits. Go to: http://www.ecs.org/clearinghouse/13/27/1327.htm.

Tools for Strategic Thinking

2006-05-17T16:49:00.001-05:00

Recently, I've come across two websites that have great collections of tools that support strategic thinking and innovation. Both are free sites. The first is Businessballs, a free learning and development resource for people and organizations, run by Alan Chapman, in Leicester, England. The website's aims are to provide free and helpful resources for personal and organizational development. The site includes an excellent selection of hundreds of worksheets, games, exercises, tools and diagrams. Go to: www.businessballs.com. The second website is Manyworlds at http://www.manyworlds.com/. The site bills itself as "the Knowledge Network for Business Thought Leaders". You can create a personal knowledge network based on your interests. When you log in, the site displays updates in the topical areas you have previously selected. You can change your preferences whenever you want to. Manyworlds also automatically generates a set of recommendations for new resources that are judged to be useful to you based on your use of the website and your identified interests. This list of recommendations is updated weekly.

Effective Strategic Planning Practice

2006-04-28T19:16:00.001-05:00

Strategic planning in nonprofits is most effective when the following elements are present:

First, establishment of a strategic planning committee. If the nonprofit board is serious about strategic planning (and it needs to be!), it will establish a strategic planning committee.

Second, there needs to be a thorough and shared understanding of strategic planning. The term “strategic planning” is sometimes used to describe a range of planning activities. It is important that the process is looked upon in the same way by board, staff and other participants in the strategic planning process.

There also needs to be agreement on outcomes. While it is true that the expected outcome of most strategic planning processes is a strategic plan document, it is also important to discuss and eventually agree upon other expected outcomes. For example there may be a specific critical issue that the board wants to focus on by means of strategic planning. Typically, planning outcomes will include some or all of the following:
· Board leadership and management staff will have a thorough understanding of the critical issues and choices facing the organization over the next 5 years.
· A strategic plan document including a mission statement, strategic vision statement, goals and strategies will be produced. The plan will give special attention to organizational structures that will best support the overall strategic plan.
· The strategic plan will have a day-to-day relevance on management and governance; and
· There will be enthusiasm and support for the strategic plan at all levels of the organization.

There needs to be real commitment to the process on the part of leadership. While there is no one right way to do strategic planning, whatever approach the board chooses will involve time, energy and careful thinking. People will not commit these personal and organizational resources if they are not convinced that the planning process is worth the effort. Sometimes the start of strategic planning process may need to be postponed until leadership within the board and staff have become convinced of the importance of the process.

There also needs to be involvement of many. In order to be effective, strategic planning must involve individuals representing all constituencies of the nonprofit: staff, constituents, funders and donors, as well as other key community supporters.

Finally, the strategic plan needs to be translated into concrete detailed plans of action. Involvement in an isolated strategic planning exercise or a one shot planning retreat is not sufficient. Strategic planning needs to lead to specific objectives which include clear evaluation measures, set on an annual basis by staff, the board of directors and the board’s own committees. This commitment to implementation will also help to ensure that the majority of the board’s time and energy is in alignment with the mission, vision, and goals and strategies contained in the strategic plan.

Strategic Planning: Its Lasting Value

2006-04-14T15:10:00.001-05:00

Looking for an inspirational quote to use at the end of a strategic planning session? Here’s one of my favorites: Max DePree ends his book Leadership Jazz with a captivating story about leaders whose actions were inspired by vision. This story demonstrates to us the vital link between strategic planning, vision and the stewardship responsibilities of leadership. It's a lesson for all of us: our strategic plans will touch the lives of individuals and communities far into the future.

In the late fourteenth century, the members of New College at Oxford, moved into their quadrangle, the first structure of its kind, intended to provide for the residents all that they needed. On the north side of the quadrangle sit the chapel and the great hall, beautiful buildings and, as you might imagine, the focus of the life of the college.

In the middle of the nineteenth century, almost five hundred years later, the college hired architect Sir Gilbert Scott to restore the roof of the hall. The roof and the great oak beams that supported it had badly rotted. And so representatives from the college with Sir Gilbert visited Great Hall Woods, in Berkshire, where they expected to find trees for replacement beams. Sure enough, the replacements were standing there, waiting to be hewn out of the living oak trees planted a century before for just that purpose.

An anonymous leader's promise had been fulfilled. The voice and touch of a distant leader had been joined.

Strategic Thinking Starts Wednesday at 8:30 AM

2006-04-05T16:53:00.001-05:00

Everyone wants strategic planning to be a creative process that fosters innovation. The problem is that new ideas come to us at the oddest times, without warning when we least expect them – and usually not 20 minutes into the strategic planning session scheduled for next Wednesday at 8:30 AM! What’s a strategic thinker to do?

First acknowledge this dilemma. Agree that we will look for ways to reflect on the critical issues and challenges facing the organization outside of the structured strategic planning process as well. Encourage people to think on their own time about the critical issues that have surfaced in the process and how we could respond to them. Another suggestion: from time to time get together over coffee or a brown bag lunch to discuss a specific issue in an unstructured setting – no agenda, no defined meeting outcome. A facilitator can help with probing questions but again, keep it informal and unstructured. It can also help to invite an outsider or two. Someone should take notes. Any new ideas will find their way in the formal process in the future.

At the risk of contradicting myself, there are also a number of creative thinking tools and structured activities that can foster breakthroughs. I’ll save that for a future post.

Strategic Issue Briefing Papers

2006-03-17T20:47:00.001-06:00

Today a major challenge in strategic planning is keeping the number and frequency of planning sessions to the absolute minimum without compromising the integrity and efficacy of the process. People are simply not interested in participating in a process that eats up lots of their time in meetings - even if they see strategic planning as a necessary and worthwhile activity. When people come to a planning retreat for example they want to be prepared and they want to hit the ground running. Here's an activity that can help: the development of critical issue briefing papers.

After data has been gathered and analyzed by the planning team and critical strategic issues have been identified (no more than 5), team members form issue teams around each of the critical issues. Each team is charged with developing a 3-5 page “issue brief”. The brief provides some background for each issue and summarizes creative ways other organizations are responding to similar issues. Developing an issue briefing paper is an opportunity to educate ourselves about an issue – to come to a deeper understanding of the issue, how it is a “most critical issue” for the organization and what’s at stake for the organization especially if we don’t effectively respond to the issue. Developing the issue briefing papers is a warm-up for the decision-making that will follow. It is a way to prepare ourselves for the work ahead – developing the mission, vision, goals, and strategies that are typically the focus of a planning retreat. Preparing and distributing the issues briefs in advance of the retreat saves time at the retreat and helps retreat participants to better prepare. Here is the set of questions I have developed for issues briefs:

· Background: (Why and how this is a critical strategic issue for the organization?)
· Opportunities for the organization related to this issue: (Opportunities for growth, improvement, and/or increased program impact?)
· Threats for the organization related to this issue: (Threats to the organization and/or constituents served — consequences for the organization if nothing is done in response to this issue.)
· How nonprofits and other organizations facing similar issues, opportunities and threats are responding: (What changes, strategies, and shifts in direction are organizations attempting?)
· What major choices, decisions and/or shifts in direction does this issue challenge us to consider? · What other information do we still need in order to develop effective responses to this issue?

This activity can also be an effective way to involve people beyond the planning team itself. If you’d like a guide with sample issue briefing papers, let me know at frankwill@aol.com.

Post 911 Increase in Civic Engagement Among Young People

2006-03-10T08:12:00.002-06:00

Another good news trend for nonprofits engaged in strategic planning: An increase in volunteering and civic engagement among young people in the wake of 911. Thomas H. Sander and Robert D. Putnam in an article that appeared in the Washington Post last fall (Sept. 11 as Civics Lesson) note …

"After a quarter-century decline of interest and participation in national politics among young Americans, a host of measures turned upward after 2001. Voting rates among 18- to 24-year-olds increased by 23 percent -- 2 to 12 times faster than those of other age cohorts in the national elections in 2002 and 2004. Since Sept. 11, young adults have expressed heightened interest both in "government and current events" and "social issues," according to surveys of high school seniors. And other long-term national surveys show that college freshmen are increasingly discussing politics -- once again a reversal that dates precisely to the fall of 2001. This politicization is especially pronounced among people ages 18 to 21 on Sept. 11, 2001, with a slightly lesser effect on Americans who were between 22 and 25. There seems to be little or no enduring Sept. 11 effect among older generations."

For links to more data supporting and describing this trend, also see a post by Peter Levine in his civic renewal blog at http://www.peterlevine.ws/mt/archives/000684.html.

Technology: A Critical Strategic Issue

2006-03-01T07:57:00.001-06:00

For many nonprofits, technology emerges as a critical strategic issue in their planning efforts. And for some nonprofits, the impact of technology is not on the radar – and it should be. There are a number of resources available to help leaders think through the questions. Here are a few: Charity Channel offers several newsletters including E-Philanthropy & Technology Review (http://www.charitychannel.com/enewsletters/eptr/). For excellent resources and links to many more, check out the Nonprofit Technology Enterprise Network (N-TEN) (http://www.nten.org/ntresources) and TechSoup (http://www.techsoup.org/). Also see the Foundations Center’s links to nonprofit technology resources (http://fdncenter.org/research/npr_links/npr05_tech.html). While you’re at it, check out Networking for Good (http://www.networkforgood.org/Npo/technology/). And for a broader picture of technology and communications related public policy issues, visit the Benton Foundation website and be sure to check out the Library (http://www.benton.org/index.php?q=index).

Boomers: A Strategic Resource for Nonprofits

2006-02-20T20:04:00.001-06:00

The aging of the baby boom and its implications for nonprofits is a far-reaching trend that your strategic planning efforts must address. There are lots of great resources available to help you figure things out: A study by the Harvard School of Public Health, Reinventing Aging:Baby Boomers and Civic Engagement (http://www.hsph.harvard.edu/chc/reinventingaging/Report.pdf), identifies baby boomers as a great potential source of volunteers in the future. The authors urge nonprofits to start making their pitch to boomers now. Talking To Baby Boomers about Volunteering - Part 1: Third Quarter of Life Passions (http://charitychannel.com/publish/templates/?a=7284&z=24 ) and Talking to Baby Boomers about Volunteering - Part 2: Volunteering As a Career Transition Strategy (http://charitychannel.com/publish/templates/?a=7534&z=24) will also be helpful in tapping this volunteer resource. Experience at Work: Volunteering and Giving Among Americans 50 and Over (http://www.independentsector.org/programs/research/experience.html) found that nonprofits can expect an increase in the number of high givers from this age group and confirms that more of this population will be available to volunteer more often.

More good news for nonprofits: The MetLife Foundation/Civic Ventures New Face of Work Survey (http://www.civicventures.org/publications/surveys/new-face-of-work.cfm) was the first survey to ask boomers now in their 50s what kind of work they want to do. The result: 58 percent of those in their 50s are interested in taking jobs now and in retirement that help improve the quality of life in their communities. The Boomer’s Guide to Good Work by Ellen Freudenheim (http://www.civicventures.org/publications/booklets/boomers_guide.cfm) also offers useful insights.

(Full disclosure: My name is Frank and I am an aging baby boomer.)

Collaborative Strategic Planning

2006-02-14T08:40:00.001-06:00

Nonprofits are showing new interest in collaborative strategic planning efforts in which the focus is on a shared customer/constituent base or pressing community issue rather than development of a strategic plan for their organization alone. Examples include several youth and family serving organizations developing a collaborative strategic plan to offer new services to children with special needs in a region or neighborhood development groups focusing on affordable housing in city neighborhoods.

For many nonprofits – even those who see the importance of planning collaboratively – this will require a commitment to build capacity. Here is an excerpt from our capacity building assessment and benchmarking tool that illustrates what this path to increased collaborative strategic planning capacity would look like over time:

LEVEL ONE: Clear need for increased capacity - Organization does not engage in any collaborative planning on community initiatives with other service providers; sees no value in such efforts.

LEVEL TWO: Basic level of capacity in place - Organization engages in collaborative planning efforts at the request of external stakeholders such as funders; such efforts are isolated and usually short term in nature.

LEVEL THREE: Moderate level of capacity in place - Organization engages in some collaborative planning efforts sometimes at the request of external stakeholders and also because the organization views such efforts as a way to increase its impact; collaborative plans with other partners align with the organization's own strategic plan.

LEVEL FOUR: High level of capacity in place - Organization engages in and often initiates a range of collaborative planning efforts; views such efforts as integral to its success and as a way to extend and solidify partnerships and alliances that increase impact; collaborative plans with other partners contribute to the organization’s strategic plan as well as strategic plans of the broader community.

Strategic Vision versus Status Quo

2006-01-20T08:53:00.001-06:00

One of the important and often unexpected discoveries in a strategic planning process is that we are not the organization we will need to become in order to achieve our new vision and implement our strategic plan. Here is an article from the Boston Consulting Group that explores the mismatch between vision and organizational culture. Author Eric E. Olsen begins “Vision creates intent. Culture determines action. Often the two are out of sync. When they are, culture can actually undermine vision and prevent a company from achieving essential business goals.” Olsen offers five principles, most of which are easily transferable to the nonprofit world. For the full article, go to: http://www.bcg.com/publications/publication_view.jsp?pubID=301&language=English

Trend Data that Supports Strategic Planning

2006-01-04T21:44:00.001-06:00

Here are a number of trend reports that may be useful in your strategic planning efforts: A report by Lewis A. Friedland and Shauna Morimoto that examines the driving forces behind the rise in youth volunteering at http://www.civicyouth.org/research/areas/comm_partic.htm; the latest edition of the Annie E. Casey Foundation’s KIDS COUNT Data Book at http://www.aecf.org/kidscount/databook; Drivers of Change in the Governance of Nonprofits, a chapter in Improving Board & Organizational Effectiveness, published by the Southern Rural Development Center at http://srdc.msstate.edu/nonprofit/module01.pdf; an Annie E. Casey Foundation report that examines the tenure and future plans of nonprofit executives at http://www.aecf.org/publications/data/executive_transition_survey_report2004.pdf; a report from PNN Online that examines the state of E-philanthropy at http://www.pnnonline.org/article.php?sid=6104; a study from the Boston College Center on Wealth and Philanthropy on wealth transfer estimates among African American households at http://bc.edu/research/swri/meta-elements/pdf/aawte2.pdf; and a study by the Pew Internet & American Life Project that explores the impact of the Internet on families, communities, work and home, daily life, education, health care, and civic and political life at http://www.pewinternet.org/trends.asp.

For links to other trend data, see our Trend of the Week feature at http://www.createthefuture.com/trend_of_the_week_2006.htm.

Check back in the future for more links to trend data and post others that you have found useful for strategic planning.

Extensive List of Articles on Strategic Planning

2005-12-21T09:20:00.001-06:00

The CEO Refresher (http://www.refresher.com/ceo.html) has compiled an excellent list of strategic planning articles and resources. Some that stand out are Business Planning and Strategic Planning Revisited by Herb Rubenstein, The Art of Strategic Conversation by Skip Corsini, Wishes for Strategic Collaboration, by Helene Mazur (all of her articles are very good!), Building Support for the Strategic Plan: Aligning Employees with Strategy by Robert W. Bradford, and Running a Strategic Planning Session by Estelle Métayer, just to mention a few. For the full list with links to each article, go to: http://www.refresher.com/archives29.html.

Strategic Learning

2005-12-01T16:13:00.001-06:00

In previous posts, I’ve talked about the important link between strategic planning and organizational learning. An article that sheds light on the connection is Strategic Learning: A Leadership Process for Creating and Implementing Breakthrough Strategies by William G. Petersen. There is a book by the same title. After twenty years as a CEO of multinational businesses, Dr. Pietersen is now a Professor of the Practice of Management at the Columbia Business School in New York. He identifies the need to change as the central challenge facing leaders today. He goes onto say that three approaches have held out the greatest promise of enhancing an organization’s ability to adapt to change: the concept of the learning organization, the “resurgence” of strategic planning and complexity theory. He observes that none of these work on their own. He then identifies five “killer” competencies that organizations must master in order to become an “adaptive enterprise”: Insight, focus, alignment, execution, and renewal. The Strategic Learning model is then presented as a practical leadership process for mobilizing these five competencies. The process has four linked action steps: learn, focus, align and executive which are described in more detail in the article showing the potential for developing “breakthrough strategies”.

At the end of the article, the same four step process is described in terms of the individual learning and leadership development that can occur. The quality of emotional intelligence is also integrated into his model. Petersen’s synthesis of strategic planning, organizational and individual learning and leadership development offers insights that can help us build in new opportunities for learning in our strategic planning and thinking efforts. For a copy of the article, go to: www.williepietersen.com/pdf/Strategic_Learning.pdf

New Tools For Strategic Planning

2005-10-23T14:08:00.001-05:00

I’ve come across a number of resources on strategic thinking and planning that are worth a look. I’ll be talking about some of them in coming posts. Here’s the first one: an article that appeared in the August 2005 issue of MIT’s Technology Review. (Go to: http://www.technologyreview.com/articles/05/08/issue/feature_social.asp) It’s entitled Social Machines and provides one of the best – and most exciting – summaries of how the Web is becomes more interactive. In the words of author Wade Roush, “Web 1.0 consisted largely of text files jazzed up with browser-readable HTML instructions on how to display the text and where to find related files. Web 2.0 is more like a collection of programs that talk to one another.”

The article is an introduction to this “collection of programs”. You know what a Blog is – you’re reading one. Do you know what RSS, wikis, and podcasts are? Maybe like you, I had heard of them but not really understood what they represent and what they are pointing to. Have you heard of web-based services like Flickr, Delicious, Socialtext, and Plazes? Me neither. We’ve all seen the Web as this powerful new way to work, communicate and collaborate. But really we haven’t seen anything yet! What does this have to do with Strategic Thinking and Planning? Lots. RSS feeds, wikis and podcasts are some of the new ways people and organizations engaged in strategic planning will do research, gather and share information, create new knowledge – some of the activities that are critical to strategic thinking. Will these new tools and services replace good old-fashioned face to face? Maybe some day. In the meantime, they are powerful tools that will dramatically increase the impact of face to face meetings and contribute to more effective strategic planning and thinking efforts.

A Temporary Detour

2005-08-21T17:16:00.001-05:00

I’m in the habit of saying that strategic planning is not a conflict resolution process and that if there are internal conflicts in an organization, depending on the nature of the conflict, it may not be the right time to launch a strategic planning process. An example: if the Board of Directors is so weak and dysfunctional that it would be impossible for the board to engage in strategic planning in meaningful ways, first you need to put effort into board development.

But sometimes, the internal issues come to the surface after the strategic planning process has begun. In fact, given the comprehensive nature of strategic planning, a good process is going to surface some of those issues during the early information gathering and analysis phase. Some of these issues will eventually lead to goals, strategies and action plans.

But sometimes, there are issues that arise that simply can’t wait for implementation of the strategic plan at some future point. Some issues have to be addressed now – not later. In situations where an internal issue will make it difficult if not impossible to finish the planning process, it may be necessary to stop, deal with the issue at hand, and then resume the planning process. Recently, in one strategic planning project, it became very clear that tensions between the executive director and board leadership were getting in the way. After discussion with the executive director and board leaders, we agreed to hold a special working session to tackle a number of board/staff role questions and related communication problems. The session provided the needed opportunity to deal with the issues at hand and the planning process has resumed. As a result the executive director and the board leaders are even more enthusiastic about the future of the organization.

Aligning Boards and Management on Strategy

2005-08-13T22:22:00.001-05:00

A recent article appearing in the Leader to Leader Institute quarterly journal entitled Aligning Boards and Management on Strategy by Ram Charan provides good advice on how to engage board and management in an in-depth discussion of strategy. According to the author, “Boards need to understand strategy, but it's not their job to create it. …The board's real value comes by helping management test whether the strategy is grounded in reality. They do that by insisting that management answer fundamental questions. …The value is in raising strategic issues, especially those that are uncomfortable. Then boards can dig even deeper.” Charan recommends a “strategy immersion session” as a way to achieve deeper board understanding and support of strategy. He also recommends that the strategy immersion session should be designed so that it is “more like a workshop than a stage show … to ensure that ample time is reserved for open discussion and informal interactions”.

The session be designed as a 1 day retreat event or as a 1-2 hour session within a regularly scheduled board meeting. The article includes suggestion on how to design such a session as well as facilitation notes. Go to: http://www.pfdf.org/leaderbooks/L2L/summer2005/charan.html

The Board as Strategic Thinkers

2005-07-17T11:17:00.001-05:00

Terrie Temkin, a consultant to nonprofit organizations, has written a series of excellent articles highlighting the role of the board as strategic thinkers. Some of them are listed here:
Adjusting Your Bylaws to Promote a Strategic Thinking Board – www.nonprofitmgtsolutions.com/nbg_2.html. Recruiting Strategic Thinkers - www.nonprofitmgtsolutions.com/nbg_3.html. Orienting Board Members to their Responsibilities as Strategic Thinkers – www.nonprofitmgtsolutions.com/nbg_4.html. Structuring Board Meetings to Maximize Strategic Thinking Boards – www.nonprofitmgtsolutions.com/nbg_5.html. Strategic Plans Aren’t the Answer – http://www.nonprofitmgtsolutions.com/nbg_1.html.

Trend Data You Can Use

2005-06-08T21:18:00.001-05:00

Identifying and analyzing trends is a critical part of the environmental scanning described in a previusly post. For links to trend data you can use in your strategic planning efforts, go to our website: http://www.createthefuture.com/trend_of_the_week_2005.htm. Here's a good example of what's available: Gary Hubbell, author of Forces of Change: The Coming Challenges in Hospital Philanthropy, has analyzed the prospective peak giving years by generational cohorts. The peak giving years are ages 55-75:

Silent Generation - Birth Years: 1925-1942. Years of Peak Giving 1980 - 2017

Boom Generation - Birth Years: 1943-1960. Years of Peak Giving: 1998-2035

Generation X- Birth Years: 1961-1981. Years of Peak Giving: 2016-2056

Millennial Generation - Birth Years: 1982-2003(?).Years of Peak Giving: 2037-2078

His conclusions which will be useful for planning by nonprofits in general include the following:
· As we enter the 2010 decade, the last cohort of the silent generation will be reaching the end of their peak giving years.
· Early Boomer cohorts have already entered their peak which will continue for the next twenty years.
· Generation X donors will just begin to enter their peak giving in the middle of the next decade, continuing to the middle of this century.
· At least 30 years from now, Millennials will enter their prime giving years.
· Futurists anticipate longer life spans for each successive generation so peak giving years may represent spans that start later in life and/or last longer than what is known today.

A Good Resource for Environmental Scanning

2005-05-27T08:28:00.001-05:00

An important activity in strategic planning is gathering and analyzing information. This activity typically consists of three components: an external assessment, a market or constituent assessment and an internal assessment.

The purpose of the external assessment is to identify and assess changes and trends in the world around the nonprofit likely to have a significant impact on it over the next 5-10 years. We'll look at political, economic, technological, social, lifestyle, demographic, competitive, regulatory and broad philanthropic trends. We then determine which changes are opportunities for us (for example, opportunities to grow) and which could be threats to us in some way (trends that can keep us from being successful). Finally we identify implications for selected changes and trends -- ways the nonprofit might respond to the opportunities and threats we identify. At this early stage of the planning process, saying that something is an implication does not require the nonprofit to adopt that course of action. The external assessment is sometimes referred to as the “environmental scan.”

I recently came across a good resource for environmental scanning. It’s entitled “Scanning the Landscape: Finding Out What’s Going on in Your Field”. It’s published by GrantCraft, a program of the Ford Foundation. While this guide is written for the grantmaking community, the general guidance and the description of approaches for gathering and analyzing information are excellent and applicable to most strategic planning and thinking efforts. Go to: http://www.grantcraft.org/catalog/guides/scanning/index.html.

Two Strategic Planning Resources

2005-05-15T22:31:00.001-05:00

Much has been published on the subject of strategic planning. Here are two of the best resources: Strategic Planning Workbook for Nonprofit Organizations, Revised and Updated by Bryan Barry. There are a number of good publications on strategic planning in nonprofit organizations. If I had to pick just one to recommend, it would have to be Strategic Planning Workbook for Nonprofit Organizations by Bryan Barry. First published in 1997 by the Amherst Wilder Foundation, the workbook combines a clear and thorough explanation of the strategic planning process, with examples and detailed worksheets for each step of the process. Highlights include guidance on preparing to plan, benefits and limitations of planning, strategic planning with multiple organizations and communities, a bibliography of other resources and publications, and more.

Strategic Planning for Nonprofit Organizations, Second Edition by Michael Allison and Jude Kaye. This thoroughly revised, updated, and expanded edition provides expert knowledge and tools needed to develop and implement strategic plans. It including worksheets, checklists, and tables—in print and on the companion CD-ROM—along with a book-length case study that lets you observe strategic planning in action. Topics covered include: developing a clear mission, vision, and set of values, conducting SWOT analyses and program evaluations, assessing client needs and determine stakeholder concerns, setting priorities and develop core strategies, goals, and objectives, etc.

Strategic Thinking and Planning: A Team Sport

2005-04-14T08:54:00.001-05:00

In her book The Nimble Collaboration, author Karen Ray identifies a number of emerging best practices. One of them is” modify partner agencies’ mission statements”. She describes the practice: “Chapter 1 (in The Nimble Collaboration) spoke of the collaboration’s mission statement as a placeholder, making room for each partner agency’s mission statement. But at the large end of the collaboration scale, partner agencies are turning this practice on its head: they are changing their individual mission statements to reflect the mission of the collaboration. Such changes show the depth of the partner agencies’ commitment to the goal of collaboration. They also ensure that the work of the collaboration is continued beyond the tenure of the agency representative, and even beyond the membership of the organization in the collaboration, because the agency itself has changed. For example, a variety of organizations in Ramsey County, Minnesota have decided that violence is a key barrier to their goals. Domestic abuse shelters, teen clubs, and law enforcement agencies have all added a phrase to their individual mission and philosophy statements that emphasizes their commitment to reduce violence as part of their mission."

This practice reflects an exciting trend: numbers of organizations engaging in joint strategic planning efforts. Sometimes the planning focuses on a common issue, for example, developing a collaborative strategic plan to reducing teen pragnancy in Milwaukee. Other times, the common denominator may be geographic proximity of a number of organizations that begin to plan a coordinated regional response to a range of interrelated issues. By the way, The Nimble Collaboration, another fine publication from the Amherst Wilder Foundation, can be purchased at www.wilder.org.

Using the Organizational Dashboard to Monitor the Plan

2005-04-03T12:39:00.001-05:00

In the previous post, I mentioned that the strategic planning process presents an opportunity for the organization to develop an important tool for ongoing monitoring of the strategic plan. It’s called the organizational dashboard (sometimes referred to as “scorecard”). Using the metaphor of the dashboard in a car, this tool is based on selection of key performance indicators that need to be tracked on a regular basis by the Board of Directors.

Authors Chait, Holland and Taylor describe this tool in Improving the Performance of Governing Boards. The dashboard incorporates key success indicators of the organization – the most essential areas of performance. “ These are the variables that most determine whether the organization will succeed or fail. Once the critical success indicators have been identified, the board and the executive director (and other key staff) can then propose and consider strategic performance indicators – the qualitative and quantitative data that most accurately measure and convey the critical areas of performance.” These critical success indicators should be linked to the organization’s strategic plan. By focusing on these indicators, the board can position itself to place its focus on the priority areas of governance. Here is a process for developing a dashboard.

Step 1: Begin the strategic planning process. Development of the organizational dashboard begins in the strategic planning process. As part of the strategic planning process, the organization initiates discussion of how strategic plan progress will be measured. This can begin during the formulation of goals and strategies. One approach is to generate an initial list of meaningful ways to measure progress for each goal and associated strategies. We refer to this initial list as success or performance indicators. For example, for a revenue goal such as "expand and diversify the revenue base to support anticipated growth", success indicators would include "expansion of revenue base”,"diversification of revenue base", etc. Under this sample goal, one strategy might read "generate more revenue from program fees". Performance indicators for such a strategy might be "dollar amount of program fees generated "or "percentage increase in dollar amount of program fees generated annually". Another strategy might be "reduce reliance on public funding". The performance indicator for this strategy might be "percentage reduction in public funding". The key performance indicators for goals and associated strategies constitutes the strategic planning evaluation framework.

Step 2: Action planning. The process continues as the goals and strategies are translated into the annual plan of action or annual objectives. For the sample strategy "generate more revenue from program fees", an objective might read "The program services department will generate at least $450,000 from program fees by December 31, 2005". For the sample strategy "reduce reliance on public funding", an objective might read "during the life of the strategic plan the percentage of public funding will decrease from the current seventy percent of budget to no more than forty percent of the total budget".

Step 3: Development of Dashboard. The evaluation framework (key performance indicators for each goal and associated strategies) is reviewed by the Board of Directors. The board can also review other key performance measures that have been used in the past. The board then narrows down the list to include those indicators that best reflect the most essential areas of performance for the organization. These key performance indicators become the basis for the dashboard. The board reviews and approves the dashboard.

Step 4: Implementation of Action Plans. Implementation of the action plan then begins. The dashboard is regularly reviewed by the board to measure progress in achieving key outcomes.

Stumbling Blocks to Implementation

2005-03-23T10:53:00.001-06:00

There are several reasons why implementation of strategic plans fails. I’ve listed 4 here. In each case the problem is addressed by designing and facilitating the planning process in such a way that the issue doesn’t arise during the implementation phase.

1. Lack of board, staff, volunteer, member, partner and stakeholder commitment to the strategic plan. One of the hallmarks of a successful strategic planning process is high levels of understanding, enthusiasm and support of the resulting plan among the aforementioned constituents. The most effective way to achieve this is to build into the process a variety of engagement opportunities: participation on the strategic planning committee, involvement in information and data gathering and analysis, service on other planning committees and workgroups, focus groups, community partner dialogs, and others. Sometimes, involvement of many in the planning process is avoided for fear that large numbers are unmanageable. If clear roles and responsibilities are communicated and if meetings and tasks are carefully structured, large numbers of involved and engaged people contribute to a successful process. For one thing, it ensures a broad range of perspectives on critical issues, absolutely essential to innovative thinking. As a practical matter, we want and need large numbers of people at all levels of the organization and community who are committed to achieving the vision and strategic goals outlined in the plan. In designing the planning process, the strategic planning committee needs to assess the most effective ways to involve all internal and external stakeholders.

2. Lack of alignment between governance structures (especially committee and workgroup structure) and the strategic plan. In nonprofit organizations, implementation depends on the support and involvement of professional staff, board leadership, other volunteers, members, and community supporters. Organizational structures that align with the strategic plan ensure that all of these individuals can be effectively organized to carry out their work and that they will be moving in the direction of the strategic vision. To the degree that the resulting strategic plan represents a new direction -- in some cases, a radical departure from old ways of doing business -- organizations will discover that many former governance structures constitute unintended barriers to implementation. New structures need to be created if implementation is to succeed. Current board committee and workgroup structures will need to be reviewed in light of requirements of the strategic plan.

3. The design and format of the earlier strategic planning process does not easily translate to action planning and implementation. One of the greatest frustrations in strategic planning is the failure to complete the transition from the “visionary blueprint” (mission, vision, goals, and strategies) to the concrete plans of action (objectives: who accomplishes what, by when, at what cost, to be measured by what indicators). In order to avoid this disconnect, I have found it useful to do the following: From the beginning, it’s important to describe the strategic planning model in sufficient detail that it is clear to all how and when the transition to concrete plans of action occurs. Begin the conversation about performance indicators earlier in the strategic planning process. The identification of key performance indicators sets the stage for developing objectives that are concrete, measurable and tied in directly to the mission, vision and strategic priorities.

4. Related to the third hurdle is lack of an effective framework for ongoing monitoring of implementation. The strategic planning process presents an opportunity for the organization to develop an important tool for ongoing monitoring of the strategic plan implementation. It’s called the organizational dashboard (also referred to as a scorecard). Using the metaphor of the dashboard in a car, this tool is based on selection of key performance indicators that need to be tracked on a regular basis by the Board of Directors. In a future post, I will outline a process for developing a dashboard. Using this process will link the dashboard monitoring tool directly to the strategic plan, thus providing important support for implementation.

Scenarios and Theory of Change

2005-03-15T09:18:00.001-06:00

Sometimes you can stimulate strategic thinking by combining use of various tools and techniques. Here’s an example: using scenario planning in tandem with theory of change.

Let’s start by defining each one. And then we can talk about how the two tools can work together. First scenario planning. According to What If? The Art of Scenario Thinking for Nonprofits (July 2004), published by the Global Business Network, “scenario thinking is a tool for motivating people to challenge the status quo, or get better at doing so, by asking "What if?" Asking "What if?" in a disciplined way allows you to rehearse the possibilities of tomorrow, and then to take action today empowered by those provocations and insights. What if we are about to experience a revolutionary change that will bring new challenges for nonprofits? Or enter a risk-averse world of few gains, yet few losses? What if we experience a renaissance of social innovation? And, importantly, what if the future brings new and unforeseen opportunities or challenges for your organization? Will you be ready to act?" (For a downloadable copy of What If? The Art of Scenario Thinking for Nonprofits, go to: http://www.gbn.com/ArticleDisplayServlet.srv?aid=32655)

Now for theory of change. For our definition we go to the website of Theory of Change. This site is a joint-effort of ActKnowledge and the Aspen Institute. The site defines a theory of change as: “an innovative tool to design and evaluate social change initiatives. By creating a blueprint of the building blocks required to achieve a social change initiative’s long-term goal, such as improving a neighborhood’s literacy levels or academic achievement, a theory of change offers a clear roadmap to achieve your results, identifying the preconditions, pathways, and interventions necessary for an initiative’s success.”

Now let’s talk about how the two can work together. We can start by posing the following questions: “Does your organization base its work on a coherent theory of change? What is it?” Use scenario planning to develop alternative pictures of how the future will play out for your organization, your customers, your issue or field of work – your “part of the world”. Then pose the question “How does our theory of change fit in each of those alternative futures? Will the theory of change work? How do the alternative scenarios challenge assumptions on which you base your theory of change? How does that theory of change stand up to the future? Do you need to modify your theory of change to fit with emerging realities?”

For more information about theory of change, go to: http://www.theoryofchange.org/index.html. The site introduces a process for developing a theory of change, gives examples of this process, and tackles several interesting advanced topics on putting the process into practice.

Further thoughts on fads and trends

2005-02-28T14:03:00.001-06:00

David Zach the futurist quoted in the previous post had this further comment on fads: "I do want to point out that fads are not all bad. Some fads you shouldn't necessarily resist. Why? Because they're often a fun and necessary part of life. As one friend of mine explained in the way of a question, "Do you have enough fads in your life such that you're not boring?" Too many fads, such as can be ascribed to American culture, can pull an organization (or individual or nation) down. Not enough fads and I think the Soviet Union or the likes of the Taliban are equally doomed. You can resist fads and I mention any fad can be safely ignored. Resist or ignore too many of them and you're probably just dull. Embrace too many of them and you're irrelevant." More about the future at http://www.davidzach.com/

So what's the diference between a fad and a trend?

2005-02-25T10:45:00.001-06:00

I just came across a keynote given by David Zach, a futurist based in Milwaukee. He was speaking at the 2003 International Public Works Congress and Exposition. Although Zach starts by admitting that it is impossible to predict the future, he passed on a methodology that can be used as a guide in making certain assumptions, in the form of his personal mantra: “Play with fads, work with trends, live by principles” He went on to say "A fad is something that you can safely ignore," he said. "Fads tend to be pushed-they tend to be top-down, a spice, a flavor. But think about your work. Can you follow fads? You have to resist them. "Trends can be from the ground up," he continued. "They tend to be based upon needs, not wants. And a trend is not something which you can safely ignore. You may not agree with it, you may want to fight against it; you may support it, you may want to work for it; but you have to think about it, you have to respond to it." Continuing with the final element of his mantra, Zach then stressed that a principle is "something that doesn't change-'We hold these truths to be self-evident' kind of a thing. The stuff you can stand on. Because in an age of constant change where everything is uncertain, decisions become easy when you know your values. You have to know what you believe, you have to know what doesn't change. You have to have a place to stand, because that's what the future is all about."

Strategic Planning? ... Again?

2005-02-16T08:44:00.001-06:00

Ellen Shapiro, author of Fad Surfing in the Boardroom: Managing in the Age of Instant Answers, has compiled a fad surfer’s dictionary. Here is her definition of “strategic plan” – 1. a set of analyses, packaged in accordance with corporate requirements, that is undertaken in order to justify a campaign already underway or a budget about to be submitted; 2. A set of analyses, packaged in accordance with corporate requirements, that nonetheless bears little or no resemblance to the real strategy being followed (but that, once printed and bound, can, in a pinch, be used as a doorstop or a book end).

Most people have all had experiences with strategic planning—good, bad or indifferent. It’s understandable that there will be some resistance when “it’s time to do strategic planning again” because of past disappointments and frustration with the process. In order to be successful, future planning efforts must somehow provide reasonable assurances that the time and energy people invest in the process result in changes and improvements that are implemented and supported by leadership. And then we have to deliver on the promise!

Is there a difference between strategic thinking and strategic planning?

2005-02-13T17:36:00.002-06:00

Is there a difference between strategic thinking and strategic planning? And if there is, what is the difference? I found an article that does an excellent job of exploring the question. The article is entitled “Strategic Thinking: A Discussion Paper” by Eton Lawrence of the Public Service Commission of Canada. The answer to the question – there is a difference and at the same time, the two processes are closely connected. You have to read this article because it is so good! It brings into this discussion of strategic thinking and planning, related themes of systems thinking, organizational learning and strategy development. According to the article, the purpose of strategic thinking is to discover novel, imaginative strategies which can rewrite the rules of the competitive game and to envision potential futures significantly different from the present. The purpose of strategic planning is to operationalize the strategies developed through strategic thinking and to support the strategic planning process. Strategic thinking and planning are then two sides of the strategic management coin.

The article also challenges some of the traditional notions of strategic planning. For example, organizations are usually counseled to find a fit between their mission, external opportunities and their core competencies. This advice makes usually makes great sense. However, there is a danger: we can run the risk of doing strategic planning that is not really "strategic". The traditional advice can result in the organization missing or passing up innovative courses of action. This appraoch can result in the decision to essentially remain the same organization doing a few new things or doing the same things a little differently. The article suggests that strategic thinking can sometimes (and should) disrupt alignment, leading to a vision or preferred future that is not a match for the organization’s current core competencies and yet it’s the compelling vision that the organization will choose to pursue. Strategic planning can then recreate a new alignment by helping the organization figure out how to build the required new core competencies or finding new partners that already possess them. Quoting from Hamel and Prahalad, Lawrence States “whereas the traditional view of strategy focuses on the degree of fit between existing resources and current opportunities, strategic intent (strategic thinking) creates an extreme misfit between resources and ambitions.” The article also provides important insights about why it is vital to involve lots of people in the strategic thinking and planning process. Finally, the article challenges organizations to understand their work as occurring within larger systems. For example a nonprofit working on job creation for residents of a low income urban neighborhood would need to consider ways to link their efforts to regional economic development efforts.

The Link Between Board Development and Strategic Planning

2005-02-09T22:10:00.001-06:00

The link between board development and strategic planning; it's a theme that I will return to again and again. Effective strategic planning requires the engagement and leadership of the board of directors; involvement of the board in strategic planning is one of the most effective ways - probably the most effective way - to strengthen the board. Today, I came across an excellent resource for understaning this connection between board development and strategic planning: The Dynamic Board: Lessons from High-Performing Nonprofits from McKinsey & Company. The report summarizes the best practices identified through McKinsey’s interviews with the directors or board chairs of 32 highly-regarded nonprofits. Included with the report is a self-assessment tool for nonprofit boards. This is one of the best board assessment tools available and comes in 5, 15 and 30 minute completion time versions. You'll need to register to access the report and the three assessment versions. Go to: http://www.mckinsey.com/practices/nonprofit/ourknowledge/dynamicboards.asp. The report and the assessment make constant links between strategic thinking and planning and board effectiveness. Very well done!

Boards that think, plan and act strategically

2005-02-04T23:24:00.001-06:00

So how do we nurture board leadership that will think, plan and act strategically? By creating a long-range plan for the development of such board leaders. In contrast to the typical short-term recruitment process that focuses narrowly on filling anticipated nonprofit board vacancies for the current year only, boards need a long-range plan for developing future-focused leadership. Such a long-term leadership development plan centers on the following questions: Who will be serving on and leading the board over the next three years? What is our plan to scout board leadership talent for the future? How will we go about fostering and developing future board leadership? Key elements of this approach include:
· Replace the nominations committee with a board development committee. This committee will use the key questions listed above to devise an ongoing process that includes prospecting, recruiting, selecting, orienting and training, and performance assessment of board directors.
· Link board development to your strategic plan. Identify the new skills, knowledge, personal contacts, and other attributes future board directors will need to possess in order for the board to do its part in advancing the strategic plan. Based on this analysis, develop targeted board recruiting priorities.
· Develop a written board director job description that reflects the future needs and expectations of the board.
· Direct the executive committee to design board meeting agendas that focus attention on the ultimate ends of the organization and monitoring progress in implementing the strategic plan.
· Conduct an annual evaluation of the board that focuses, in part, on how well the board is maintaining a strategic focus.
· Develop a just-in-time board orientation program to speed up the learning curve for new board directors so that they can hit the ground running in their first meeting. Again, it is important to link this advance program of orientation and training to the strategic plan.

Who's going to implement the plan?

2005-01-31T17:59:00.001-06:00

An article from the McKinsey Quarterly, January 2005, “Leadership As The Starting Point Of Strategy” reminds us of the importance of leadership in strategic planning. Here’s the abstract: “Companies that overlook the role of leadership in the early phases of strategic planning often find themselves scrambling when it's time to execute. No matter how thorough the plan, without the right leaders it is unlikely to succeed. … Executives must consider their leadership pool as they shape strategy and align their leadership-development programs with long-term aspirations.” And in nonprofits, this includes board leadership as well.

Finding your way in the information maze

2005-01-29T17:57:00.001-06:00

Gathering and analyzing information is a critical ingredient in strategic thinking and planning. The Web is a powerful information gathering tool. But it’s good news/bad news. The good news: the wealth of information available; The bad news: too much information! Every once in a while I come across a site that does an amazing job of bringing order out of the chaos. I found one such website today. It’s called Emerald Management Reviews. It provides access to electronic management journals, databases, discussion forums and other online resources. Everything is rated on a five-star scale. Check it out: http://puck.emeraldinsight.com/vl=966865/cl=51/nw=1/rpsv/reviews/coolsites/index.htm

What I believe about strategic planning …

2005-01-28T07:30:00.001-06:00

I believe that the primary purpose of strategic planning is to provide leaders with the opportunity to collectively determine the future direction of their organization and then develop plans to immediately and rapidly begin to move in that direction. To be successful, the process of planning must be made to work for people in the organization -- not the other way around. While I believe that there are some basic principles of strategic planning that must be followed, I also know that there must be flexibility in designing the actual planning timetable so that the organization in question achieves its hoped-for outcomes.

I am also convinced that many strategic planning efforts falter for at least three reasons: First, the failure to involve enough people in the process with the consequence that commitment to the strategic plan is weak. It is critical that representatives of all key constituencies be involved in the planning process in a meaningful way. "Real commitment" to a shared vision for the future only results from "real participation."

The second problem is the failure to translate the strategic plan into concrete action plans on an annual basis. Mention the words "strategic planning" in a large room and you can be sure that you'll hear a groan from some people. All too often, countless meetings, during which people invest considerable time and energy in the development of missions, visions, goals and strategies, never lead to development of concrete, measurable plans of action with clear accountability for results. Is it any wonder that people lack enthusiasm for strategic planning?

Related to this is the third reason for failure: resistance to the planning process because of past disappointments with similar efforts. In order to be successful, future planning efforts must somehow provide reasonable assurances that the time and energy people invest in the process result in changes and improvements that are implemented and supported by leadership.

The difference between strategic planning and business planning

2005-01-26T21:20:00.001-06:00

So what’s the difference between strategic planning and business planning? There seems to be some confusion and/or disagreement about the answer. I see the two processes as related but very distinct. Here are three articles that shed some light on the subject. The first article is “Business Planning and Strategic Planning Revisited” by Herb Rubenstein of Growth Strategies, Inc., a leadership and management consulting firm. Go to: http://www.refresher.com/!hrrrevisited.html. The second article is “Strategic Planning: Some Lessons Learned about What Does and Doesn't Work” by Paul Connolly of the TCC Group (formerly The Conservation Company). Go to: http://www.tccgrp.com/pdfs/per_art_stratplan.pdf. The third article is “Business Planning for Nonprofits: Why, When — and How It Compares to Strategic Planning” by Brigette Rouson of the Alliance for Nonprofit Management. Go to: http://www.allianceonline.org/Members/Library/strategic_planning_business/businessplanning.pdf/file?agree=I+Agree

What do you think? How do you approach this question?

The launch

2005-01-26T21:05:00.001-06:00

I've been thinking about launching this blog for awhile. So here's the inaugural post. I see the Strategic Thinking and Planning Blog as an opportunity to share what I've learned about strategic planning. I've been assisting nonprofit organizations in this critical process for a number of years. I see strategic planning as closely linked to a number of other important activities: board development, building learning organizations, and forging alliances and collaborations in particular. I also see this blog as an opportunity to learn from others like yourself. Let's give it a go.