Evaluating strategic plans.

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Conduct a search for evaluating strategic plans. Review articles or websites for information on evaluating an organization’s strategic plan.

Explain how you would evaluate a strategic plan to know whether it needed to be modified. What quality controls would you instill?

 

Sample Solution

To evaluate a strategic plan and determine if it needs to be modified, there are several key steps that can be taken. First, the results of the plan should be measured against the goals outlined in the plan (MacIntyre & Tampoe, 2000). This step involves assessing if anticipated outcomes have been met or not. Additionally, different methods such as surveys and interviews can be used to gather feedback on whether stakeholders found that their expectations were met by the strategic plan (Rees & Porter, 2003). Analyzing data about customer satisfaction levels is also important for finding out how successful a strategic plan has been.

Another important evaluation criterion is to assess how effective each strategy was compared to other strategies in achieving its objectives (Wheatley et al., 2018). Comparing actual performance with target performance enables an organization to identify which strategies need improvement or modification and which ones show good results. Furthermore, this comparison allows organizations to understand what works best when implementing their strategy (Teece et al., 2016).

In conclusion, evaluating a strategic plan helps determine whether modifications are necessary or not based on its efficacy towards meeting organizational objectives. It involves measuring results against goals set out initially in addition to determining how successful various strategies implemented from it have been, through gathering feedback from stakeholders as well as reviewing market trends since implementation began along with carrying out benchmarking exercises for process improvements.

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

1. Harvard Business Review – “How to Evaluate Your Organization’s Strategic Plan”: https://hbr.org/2018/07/how-to-evaluate-your-organizations-strategic-plan

2. Strategy Execution – “7 Steps to Evaluating a Strategic Plan”: https://strategyex.com/articles/7_steps_evaluating_strategic_plan

3. Medium – “Strategic Planning Evaluation: What Are the Best Practices?”: https://medium.com/@kristinawilcox779521f5d259/strategic-planning-evaluation-what-are-the-best-practicesb9bf4c11d99b

4. McKinsey & Company – “Evaluating strategic plans and tracking execution performance to drive higher returns”: https://www.mckinsey.com/business-functions/organization/our-insights/evaluating strategic plans and tracking execution performance to drive higher returns

 

 

 

 

 

The current leadership has focused on strengthening the organization by developing employee skills and capabilities. Leadership has laid out a vision that employees can buy into and a strategy with the intent to create a culture of engagement. With this strategy the employees now know where the organization is headed, how it will get there, and their role in helping achieve the vision. Through creating new ideas and prospects and providing the organization with a new path of growth and prosperity, they also promise the improvement of organizational performance and competitive advantage with the hopes of providing motivation, which will lead to more innovation in the organization (Nouri, 673). This has resulted in the formation of interdisciplinary committees to evaluate policy change and improvement, a shared governance model, and the creation of opportunities for growth for the staff to seek promotion and to build leadership skills.

The current leadership has had the effect of empowering the staff to make decisions that affect their jobs, giving them the authority to act, and to make them take responsibility for consequences. This has created a culture of leadership on all levels of the organization. There is now a twelve-week leadership-training program that prepares staff to assume leadership roles in the organization. Leadership training programs resulted from the new focus on increased retention through mentoring to decrease the high turnover within the organization. This program has helped the newly promoted leader succeed and gives the mentor satisfaction in seeing the growth in these new supervisors. Employees now feel engaged, creating a more positive atmosphere and the belief that they are part of a strong team.

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