The strategy focuses on defining strategic goals to guide an organization toward future growth and success. The first aspect involves conducting a SWOT analysis, which helps in identifying strengths, weaknesses, opportunities, and threats. For example, a company might find its strength in innovative technology but recognize a weakness in customer service. This analysis informs the goal-setting process by summarizing findings and sharing them organization-wide.
Next, setting SMART goals ensures these are Specific, Measurable, Achievable, Relevant, and Time-bound. A company might set a goal to increase market share by 10% in the next year, assigning tasks and responsibilities accordingly. Regularly reviewing these goals helps adjust the strategy as necessary.
Lastly, engaging employees in goal setting is vital for fostering a collaborative environment. This involves organizing workshops, encouraging cross-departmental input, and rewarding contributions. For instance, a team might brainstorm ways to improve efficiency and develop a feedback system to refine goals continuously. Employee engagement is enhanced through recognition and adapting strategies based on feedback.
The strategies
⛳️ Strategy 1: Conduct a SWOT analysis
- Identify and list the organisation's strengths
- Determine and document the organisation's weaknesses
- Research and outline potential opportunities in the market
- Identify and note any current threats facing the organisation
- Gather input from key stakeholders during the process
- Analyse the gathered data to find patterns and insights
- Summarise findings in a comprehensive report
- Use the analysis to inform goal setting
- Share findings with the broader organisation
- Revisit and update the SWOT analysis annually
⛳️ Strategy 2: Set SMART goals
- Define specific goals that align with the company's vision
- Ensure goals are measurable with clear criteria for success
- Verify goals are achievable and realistic within available resources
- Confirm each goal is relevant to company values and long-term objectives
- Establish a time frame for achieving each goal
- Assign responsibility for each goal to appropriate team members
- Break down goals into smaller, actionable tasks
- Review goals regularly and adjust as necessary
- Communicate progress towards goals across the organisation
- Celebrate milestones and recognise team achievements
⛳️ Strategy 3: Engage employees in goal setting
- Create opportunities for employees to participate in goal setting
- Facilitate workshops or brainstorming sessions for idea generation
- Encourage cross-departmental collaboration in setting goals
- Develop a feedback system for employees to share insights
- Form diverse committees to oversee goal implementation
- Provide training to align everyone with the strategic objectives
- Set up regular meetings to discuss progress and barriers
- Incorporate employee suggestions where feasible
- Publicly recognise and reward contributions to goal achievement
- Conduct periodic surveys to gauge employee engagement and adapt accordingly
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
