WHY DO WE NEED A STRATEGIC PLANNING?

1. Mengetahui dengan jelas identitas kita dan ke mana kita akan pergi, serta memahami harapan dan impian yang dapat memandu langkah-langkah kita di masa depan, sehingga kita dapat mempersiapkan diri dengan baik untuk apa yang akan datang (what future will look like for us).
2. Mengetahui apa yang dibutuhkan untuk mencapai misi dan visi organisasi. Apa yang kita sudah miliki dan apa yang belum kita miliki, serta memahami bagaimana cara menyeimbangkan antara sumber daya yang tersedia dengan kebutuhan yang ada untuk memastikan keberhasilan dalam mencapai tujuan jangka panjang.
3. Mengetahui kekuatan dan kelemahan kita dengan baik dan bagaimana kita dapat bersaing secara efektif di pasar yang kompetitif serta mengoptimalkan potensi yang ada.
4. Mengalokasikan sumber daya dengan efisien dan efektif untuk memastikan bahwa semua kegiatan dan proyek dapat berjalan dengan baik, memaksimalkan outputs yang diharapkan, sekaligus mengurangi pemborosan yang tidak perlu.
5. Mendefinisikan dan merayakan “keberhasilan” sebagai pencapaian yang dapat diukur, mempengaruhi kehidupan kita, serta menjadi simbol dari usaha dan ketekunan yang telah dilakukan.

Secara praktis, PERENCANAAN STRATEGIS memiliki jangka waktu 5 sampai 10 tahun yang memungkinkan organisasi untuk menetapkan tujuan jangka panjang dan mengidentifikasi arah yang jelas untuk perkembangan mereka di masa depan. Rencana ini mencakup analisis mendalam tentang kondisi pasar, isu-isu yang mungkin dihadapi, serta peluang yang bisa dimanfaatkan. Sedangkan rencana taktis biasanya memiliki jangka waktu satu tahun, berfungsi sebagai langkah-langkah konkrit yang diambil untuk mencapai tujuan dalam kerangka waktu yang lebih singkat dan fleksibel. Rencana taktis ini mengakomodasi perubahan yang mungkin terjadi dalam lingkungan bisnis dan memungkinkan respons yang cepat terhadap tantangan atau peluang baru yang muncul.

STRATEGIC PLANNING PROCESS:

STEP#1: CLEARLY IDENTIFY YOUR DESTINATION.

• Define what do you want your organization to be and to accomplish in the future. This vision will define what is regarded as success and guide strategic decision-making processes, ensuring all members are aligned towards common goals and understand their individual roles in achieving these objectives.

STEP #2: KNOW YOUR STARTING POINT

• You’ve got to know where you are today in order to draw an accurate map to your destination, as understanding your current position is essential for navigating the path ahead and ensuring that you don’t lose sight of your ultimate goals.
• Doing an SWAT assessment will be the most common thing that people do when they are trying to evaluate their strengths, weaknesses, opportunities, and threats in various situations and contexts.

STEP #3. DETERMINE THE OBSTACLES

• You need to know the issues and challenges you’ll encounter on your journey from point A (where you are) to point B (where you are going).
• Minimise surprises and be prepared for speed bumps.

STEP #4: DRAW YOUR MAP

• You’ll need to develop a detailed action plan to navigate the drive from point A to point B.
• This plan should account for the roadblocks identified in step 3 and include directions for avoiding the obstacles.

STEP #5: PUT IT ON PAPER

• A plan is not really a plan until you write it down in detail.
• Writing it down will make it easier to communicate and more likely that your team and ‘passangers’ will get on board.

STEP #6. LOAD EVERYONE IN THE CAR

• All of your planning is no good if your ‘drivers’ (staff and leadership) aren’t ready and your ‘passengers’ (members) aren’t in the car, engaging with the process, understanding their roles, and actively participating in the journey towards the goals you’ve set.
• Share the vision clearly and articulate how people can contribute significantly to the overall goals, emphasizing the importance of their involvement and the impact their contributions can make in achieving collective success.

STEP #7: DRIVE (EXECUTE)

• The plan, if written down in the most intricate details, is worth less if you don’t get in the car and start driving, according to the map, of course. Sometimes, the complexity of the plan can create a false sense of security, leading one to believe that the details alone will ensure success. However, it is important to remember that action is essential; without movement and execution, even the best-laid plans remain just that—plans that gather dust rather than being transformed into reality. Each mile driven and each decision made on the road brings clarity and learning experiences that paper cannot provide, ultimately defining the journey rather than the map itself.

SEVEN QUESTIONS OF STRATEGIC PLANNING:

1. Where are we now?
2. Where are we going?
3. What are the resources needed to get where we are going?
4. What are the challenges to get where we are going?
5. What do we need to do to get to where we are going?
6. Who needs to be in the car?
7. How are we going to execute then plan?

COMPONENTS OF STRATEGIC PLANNING:

#1. MISSION / purpose

MISSION is the purpose of an organization, the reason why you exist, and it serves as a guiding star that defines your core values, principles, and aspirations. A strong mission statement articulates not just what you do, but also the impact you aim to make in the lives of your customers, employees, and the broader community. It inspires and motivates everyone within the organization to work towards common goals, fostering a sense of unity and shared purpose. Ultimately, a well-crafted mission encapsulates the essence of your organization’s identity and direction, providing clarity in decision-making and strategic planning.

• Why do we exist?
• Who do you do it for?
• Who is your main customer?
• What do you do for them?
• Make it simple to understand (no buzz words)

#2. VISION

Vision is the desired picture of the future, encompassing not only what you want to build, but also defining what you want your organization to be in the future. It serves as a guiding star, illuminating the path for strategic decisions and inspiring every member of the team to align their efforts toward common goals. A clear and compelling vision fosters a sense of purpose, motivating individuals to contribute their best efforts. It also plays a crucial role in attracting talent, stakeholders, and partnerships that share similar values and aspirations, thereby creating a collaborative environment committed to innovation and growth.

• If success is a place, how would you know if you got there?
• Where are you going?
• Why should you go there?
• What is winning?
• Where do you see your organization in 5, 10, 25 years?
• What is one BIG target that everyone in the organization can contribute to?
• What do operations look like?
• What is the profile of our staff?
• What is the profile of our target market?
• How does your organisation look different than the others?

This will be the BLUEPRINT of the house.

#3. VALUES

Values are the DNA of an organization; they shape what is considered right, what has higher value, or what is deemed recommendable in various situations. These values serve as guiding principles that influence decision-making and strategic direction. They define the character and behavior of both the organization and the people within it, fostering a sense of unity and common purpose. When employees align their personal values with those of the organization, it cultivates a positive workplace culture that enhances collaboration and innovation. Ultimately, strong organizational values not only attract and retain talent but also enhance the overall reputation and success of the organization in a competitive landscape, establishing a firm foundation for sustainable growth and ethical practices.

• What is the DNA of your organization?
• How would you describe the organization if it were a person?
• What is “the way we do things around here”?
• What is not acceptable around here?

VALUES DRIVE PERFORMANCE.

#4. GOALS AND OBJECTIVES

Goals and objectives of an organization are the numbers and measurables that define its success and progression over time. They serve as benchmarks that guide the various teams within the organization toward achieving desired outcomes and ensure that everyone is aligned with the overarching vision. By establishing clear and quantifiable targets, organizations can effectively track their performance, analyze areas for improvement, and make informed decisions that leverage their resources efficiently. These goals are not only vital for accountability but also play a crucial role in motivating employees, fostering a culture of continuous improvement, and ultimately determining the long-term sustainability and growth of the organization.

When making objectives and goals, it is essential to consider not only the desired outcomes but also the various schedules and time constraints that may impact our plans. Effective time management plays a crucial role in the successful achievement of these objectives, as it helps prioritize tasks and allocate sufficient time for each to ensure completion. Additionally, recognizing potential obstacles and deadlines can enable us to create a more realistic timeline, allowing for adjustments as needed. By incorporating these elements into our goal-setting process, we can enhance our ability to meet our targets while maintaining a balanced approach to our commitments and responsibilities.

#5. STRATEGIES

Strategies are the comprehensive plans that detail how you are going to achieve the overarching purpose and vision of the organization. They serve as a roadmap, guiding the actions and decisions made at every level, ensuring that all team members are aligned and focused on common goals. A well-defined strategy not only outlines the necessary steps and resources required but also anticipates potential challenges and opportunities that may arise along the way. By taking a collaborative approach in crafting these strategies, organizations can foster a sense of ownership and motivation among employees, ultimately leading to greater success in fulfilling their mission.

• How are we going to achieve our mission and vision?
• What are the most important things to accomplish?
• Apa langkah-langkah yang jelas untuk mencapai Visi dan Misi organisasi.
• Apakah kekuatan dan kelemahan organisasi?
• SWOT ANALYSIS:

• Internal: STRENGTHS and WEAKNESSES
• External: OPPORTUNITIES and THREADS

• Organization structures, roles and job description
• Budgets

#6. TACTICS

This is the part of breaking down strategic planning into implementable actions: This process involves an in-depth analysis of the goals to be achieved, as well as establishing concrete steps that need to be taken to reach them. By breaking down each element of the strategic plan, we can identify the necessary resources, set a realistic timeline, and allocate responsibilities to the relevant teams. This also allows us to make adjustments according to the dynamics occurring in the field, ensuring that the ultimate goals can still be achieved effectively and efficiently.

• Kapan perencanaan ini akan mulai dijalankan dan untuk jangka waktu berapa lama?
• Apa saja yang akan dilaksanakan?
• Siapa yang bertanggung jawab untuk melakukan apa?
• Apakah sumber daya sudah tersedia?
• KPI: Performance measures and targets

#7. EVALUATION AND IMPROVEMENT

Bagian penting perencanaan strategis adalah menentukan:

• Kapan evaluasi dilakukan.
• Siapa yang bertanggung jawab melakukan evaluasi.
• Bagaimana proses melakukan adjusment / improvement.
• Kapan (indikator) bahwa perlu dibuat perencanaan strategis yang baru.