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Nonprofit Capacity Conference. 2014: The Power of Proactive Planning. Agenda. 1. Strategic Planning Overview. 2. Best Practices / Pitfalls. 3. Planning Model. 4. Q&A. What is Strategic Planning?.

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Nonprofit Capacity Conference


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    Presentation Transcript
    1. Nonprofit Capacity Conference 2014: The Power of Proactive Planning

    2. Agenda 1. Strategic Planning Overview 2. Best Practices / Pitfalls 3. Planning Model 4. Q&A

    3. What is Strategic Planning? The process by which leaders of an organization determine what it intends to be in the future, and how it will get there

    4. Benefits of Strategic Planning • Builds consensus for goals, objectives& priorities • Provides a basis for resource allocations & operational planning • Defines baselines for measuring & controlling outcomes • Helps evaluate departmental performance

    5. The Power of Planning Strategy Alone =

    6. The Power of Planning Strategy + Implementation = Business Results

    7. Cascading the Plan Top down planning Bottom up results Strategic Plan Dept. Plan Dept. Plan Dept. Plan TEXT TEXT TEXT Project Plan Policy/Procedure Project Plan Policy/Procedure

    8. Common Pitfalls Failure to produce intended results

    9. Best Practices Business results!

    10. Steps in Planning • Department-specific Information gathering (SWOT or SPOT) • Understanding the business • Evaluation of departmental role in impacting the outcomes

    11. Steps in Planning • Where are we going as a department? • What is our purpose with respect to the larger organization? • What is our role in achieving organizational goals?

    12. Steps in Planning • What results generally do we want to accomplish? • How will our department help achieve organizational goals?

    13. Steps in Planning • What specifically will we each do to reach our department’s goals? The organization’s goals? • Does it meet the “SMART” criteria?

    14. SMART Objectives: • Provide clear direction to supervisors and employees about outcomes, not actions • Provide a common frame of reference for performance management • Define success, and cultivate a sense of fulfillment • Help clarify the specific expectations of the supervisor and employee

    15. SMART Objectives: • By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers.

    16. SMART Objectives: • By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers. Specific: What Specific: How Specific: Why

    17. SMART Objectives: • By August 1, 2014, implement a new performance management systemfor all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers. Measurable:Is the performance system operational by August 1?

    18. SMART Objectives: • By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers. Attainable:Do you have the skill set, resources and ability to achieve the goal?

    19. SMART Objectives: • By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers. Results Focused:What is the result of reaching the goal?

    20. SMART Objectives: • By August 1, 2014, implement a new performance management system for all staff using clearly defined processes and guidelines so employees and managers can more competently evaluate performance and develop their careers. Time Based:By when will you achieve the goal?

    21. Steps in Planning • What could stand in our way? • What needs to go right in order to succeed?

    22. Steps in Planning • What specific products, services or initiatives will we undertake?

    23. Steps in Planning • How will we measure our progress? • How often will we review ourselves? • Are our efforts helping to achieve organizational goals?

    24. Communicating Strategy

    25. Communicating Strategy Tip: Consider Message, Channel and Frequency

    26. Strategy Dashboard

    27. Thank You! Mary-Claire Burick 703-951-7723 mburick@rosslynva.org