Two words: Strategic planning. It’s a buzzword we hear in boardrooms, faculty meetings, and webinars. For consultants like us, it’s our career! But for some, it’s that mysterious document tucked away on a digital shelf, gathering dust. There’s also a ton of diversity in what your organization’s strategic plan may look like - it could be a single-page sheet of goals and metrics or an entire brochure with an extensive narrative. Whether you’re new to the concept, somewhat involved, or the one holding the keys to the plan’s success, this post is for you! Consider this an intro (or maybe a teaser) for a deeper dive in 2025 on what a strategic plan can mean for your organization and your role within it. 

Let’s break down strategic planning by three types of involvement:

1 - The Curious Newcomer: “Wait, my organization has a strategic plan?”

If you’re here wondering this, fear not! You're not alone. Many people in organizations aren’t aware of the strategic plan that’s shaping their work. Put simply, a strategic plan is a roadmap outlining an organization’s long-term goals and the specific actions needed to reach them. Think of it as a blueprint, a vision of where your organization wants to go and how it intends to get there.

How to Get Involved: Find out if your organization has a strategic plan by asking around or exploring internal resources, like intranet pages or team folders. Once you have access to it, look at the sections most relevant to your team’s work. Strategic plans often have themes or priorities that directly affect individual departments. And who knows? You might find that there are exciting initiatives your team could plug into, or discover goals that align perfectly with your professional interests.

2 - The Engaged Insider: “I Know We Have a Plan… Now What?”

If you’re already aware of the strategic plan but unsure how it translates to your daily work, you’re in good company. Many people recognize the goals but aren’t sure how their team is contributing or even if they’re meant to! The trick here is to connect the big picture to your team’s goals and individual tasks.

How to Take Action: Find where your team’s work intersects with the larger plan. Are there specific goals, metrics, or initiatives your department should be advancing? If so, share these with your team and brainstorm ways to align your work with the plan. If the connection seems unclear, consider asking leadership for clarification on how your team can support the broader objectives. And if your team has freedom in shaping its contributions, maybe it's time to pilot something creative that aligns with the organization’s big vision!

3 - The Plan Owner: “This is My Baby, and It’s Stuck in the Corner!”

If you’re the one responsible for the strategic plan’s development, execution, or updates, you know all too well the effort that goes into building it. But plans sometimes stagnate, especially if they’re not widely understood or if accountability has faded over time. Keeping a plan from gathering dust isn’t just about implementation; it’s about making the plan come alive for everyone in the organization.

How to Refresh and Revitalize: Consider periodic refreshers for the whole organization — short updates, celebratory milestones, or success stories can make the plan feel like a living, breathing document. Keep the language and objectives fresh by revisiting them annually to make sure they reflect any shifts in your organization’s direction or external factors in your field. There are also innovative resources and tools out there for monitoring and reporting progress; explore these if you feel your tracking could use a bit of modernizing. And most importantly, foster a culture where the strategic plan is seen as a tool for growth, not just a formality.

Looking Ahead

Strategic planning is a team sport. No matter where you stand in your organization, there’s value in knowing the plan and finding your role within it. And if you’re already a strategic planning veteran, stay tuned! We’ll be back in 2025 to dive deeper into these roles and how they shape organizational success.