IMPLEMENTING STRATEGIES WITHIN YOUR ORGANIZATION

IMPLEMENTING STRATEGIES WITHIN YOUR ORGANIZATION

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  IMPLEMENTING STRATEGIES WITHINYOUR ORGANIZATION By Greg DeShields Unlocking the Power of Your Strategic Plan: Making Implementation Work As some fiscal years come to a close and other mid-year budgets are evaluated, the pivotal role of Implementation Strategy aligned with organizational goals and optimizing resource allocation for continued success becomes evident. This understanding empowers and instills confidence in business leaders, enabling them to make informed decisions about their strategic plans. According to a 2022 Cascade app blog post, 40% of companies say they are good or excellent at using lessons from successful strategy implementation to inform future strategy development. However, other statistics suggest that many organizations fail to execute their strategies effectively. For example, a 2023 LinkedIn article states that 95% of strategic plans fail, while a 2022 Harvard Business Review article says that 67% of well-formulated strategies fail due to poor execution. Generally speaking, Strategy Implementation can be a complex process that involves translating strategic plans into actions and achieving desired outcomes. Jason Stephens at BlackBridge suggests that creating action items and to-dos for short—and long-term goals is crucial to moving from big ideas to action. Converting an idea into a reality is never easy. Staying focused on strategy when implementing and on target is essential to avoid scope creep. Different organizational structures can also be daunting, especially in large enterprises with multiple communication channels, chain of command structures, and slow decision-making processes. Change is a significant concern for people, and respecting their perspectives is crucial. Focusing on empathy and consideration humanizes and nurtures a sense of connection to the human side of strategy implementation, enhancing the audience's engagement and making them feel valued and respected in the process. To impact a strategic shift, your culture must be the driving force behind the changes in beliefs and behaviors required for the transformation. It's important to understand that expecting people to naturally adapt to new
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  ways of workingis unrealistic, especially when the strategy involves significantly different operations, and this should be observed and monitored. To change your plan, you must first change your culture – because your culture enables your organization to execute your strategy. Core values can inspire different actions and demonstrate how an organization can evolve from its traditional ways of doing things. Driving cultural Change requires active and intentional leadership. Whether you are changing the culture of a team or organization, according to Sigal Barsade, PhD, Joseph Frank Bernstein Professor of Management, The Wharton School, University of Pennsylvania, here are Five Steps for Managing Culture Change to manage the process:  Quantitatively measure your current cultural values.  Intentionally align culture, strategy, and structure.  Ensure staff and stakeholder participation.  Communicate and demonstrate the Change again and again and again and then again.  Manage the emotional response of both you and the employees. Break the objective into smaller pieces and create a rough plan while collecting ideas and doing them to avoid putting too much pressure on either phase. A great way to keep everyone on the same page is to include a step-by-step process for the organization so everyone is onboard and focused on the goal. Whatever the intent, it is productive to choose the most crucial idea or aspect and decide what action to take to move it forward. Remember, successful strategy implementation requires ensuring that everyone involved understands the plan and is committed to it. However, several challenges can arise during the implementation phase. Organizations must anticipate these challenges and develop strategies to address them proactively during implementation. Flexibility, effective Communication, stakeholder engagement, resource allocation, and monitoring mechanisms are essential for overcoming these challenges and ensuring successful strategy implementation. But what about a Diversity, Equity, and Inclusion (DEI) strategy? Can it be implemented despite today’s pushback?
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  According to the2024 Workplace Diversity, Equity, and Inclusion Report Realities of a changing DEI landscape by Culture Amp The perception of DEI in the workplace is falling globally. From a drop in employees’ perceptions of inclusion to HR professionals losing confidence in their company’s dedication to DEI work, the impact of stagnation is apparent. The percentage of companies extending their DEI efforts beyond basic compliance dropped from 71% to 60% over the last two years. Yes, it is still doable; implementing DEI strategies is a moral imperative and a strategic advantage. But today, DEI efforts integrated into business operations are more impactful than one-off events. Leadership commitment must visibly commit to DEI and is crucial for driving change. Companies that prioritize DEI are more innovative, better at problem-solving, and often achieve higher employee satisfaction and retention rates. Here are unique vital steps and strategies for effectively implementing DEI in an organization.  Resistance to Change, build buy-in and reduce resistance, provide education and training on the benefits of DEI, create open channels for dialogue, and involve employees in the change process.  Legal and Compliance Issues, stay informed about relevant laws and regulations, seek legal counsel when necessary, and ensure DEI policies and practices comply with all applicable legal requirements.  Assess the Current State and Conduct a DEI Audit, evaluate the current diversity demographics, policies and practices, equity, and workplace culture inclusiveness to gather qualitative and quantitative data on employees' experiences and perceptions.  Set Clear Goals and Objectives, define success, and establish clear, measurable goals for diversity, equity, and inclusion. Align with Business Objectives. Ensure DEI goals support the overall business strategy and objectives.  Create a DEI Task Force or Committee to drive DEI initiatives and hold members accountable for specific actions.  Provide DEI education as continuous learning opportunities to deepen understanding and commitment to DEI.  Cultural Barriers Foster an inclusive culture by promoting inclusive leadership, celebrating diversity, and encouraging employee resource groups (ERGs) and other initiatives that support diverse groups.
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   Measure Progressand Adjust Regularly Monitor and Report, tracking progress against DEI goals through regular reporting and analytics. Continuously gather employee feedback to understand what is working and where improvements are needed.  External Communication: share your DEI commitment and progress with stakeholders, customers, and the public to build trust and accountability. To sustain momentum and long-term commitment, recognize that DEI is an ongoing journey, not a one-time initiative. Maintain focus and momentum through continuous effort and adaptation. Implementing DEI strategies across an organization for better business Impact can be complex and challenging. Addressing these challenges requires a comprehensive strategic and sustained approach and a commitment to fostering an inclusive and equitable workplace to improve business outcomes and contribute to a more equitable and just society. In conclusion, successfully implementing strategies requires more than just ideas. It demands a thorough assessment to establish clear priorities and transform big ideas into actionable plans. Organizations can evolve from their traditional approaches by embracing cultural change and strategic shifts. Breaking tasks into manageable steps ensures alignment and transparency across all stakeholders, fostering a step-by-step process toward achieving goals. Anticipate challenges during implementation, as well as empower teams to manage and overcome obstacles proactively. RESOURCES A MANAGER’S GUIDE TO SUCCESSFUL STRATEGY IMPLEMENTATION Harvard Business School Online's Business Insights Blog, January 2024 FIVE STEPS FOR MANAGING CULTURE CHANGE Wharton at Work, September 2014 HOW TO GO FROM “IDEA” TO “ACTION:” IMPLEMENTING IDEAS IN AN ORGANIZATION SUCCESSFULLY BlackBridge Investments
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  STRATEGY EXECUTION IN4 STEPS: KEYS TO SUCCESSFUL STRATEGY Quantive 2024 2024 Workplace Diversity, Equity, and Inclusion Report Realities of a changing DEI landscape by Culture Amp