The first thing I usually recommend when I look at an organization’s strategic plan, is to delete half their goals. Not because they aren’t good (how can you not support improvement). But, because there is no way the group is going to accomplish everything with the time and resources available. And, there is nothing more demotivating than to review your annual goals at the end of the year and realize you have made very little progress.
I also warn against insular goals established at the personal, team, or department levels. Make everyone establish annual goals, and you are going to get a hodgepodge of initiatives that create a swirl, and not the collective forward momentum you desire.
My motto: “Don’t mistake activity for progress.”
And finally, I see that people often mistake operational goals for strategic goals. Operational goals are focused on building a strong foundation. Strategic goals are focused on building the future.
Yes, there’s a lot to sort out, especially for a very busy executive team. That’s why we are hired. First, to help you chart a dynamic path forward. Second, ensure your staff understands your strategic direction and how they can support it. And third, to ensure you stay on track to realize your vision and not get sidelined.