Macro Strategic Plans to the Micro Level

Macro Strategic Plans to the Micro Level

We’ve talked about strategic management on a macro-level, an organization-wide effort resulting in a grand plan to implement down through the ranks. Today, I’d like to focus on strategic management on a micro-level, as it applies to the teams and individuals in your company.

A strategic vision for the individual focuses on how they contribute to the team, to the company, how they can grow to fulfill their personal and professional goals, and how they will add value and put their distinctive stamp on the future of the organization.

As your macro strategy develops, management should begin developing individual plans drawn from the macro strategy. One-on-one meetings allow for input from the employee, crafting a firm, yet flexible plan. What does the micro strategic plan look like? Unsurprisingly, very much like the macro version!

Vision: Every division, unit, team, and individual in your organization should create a vision statement. The top strategic planners need to compare these with the overall company’s vision & do they mesh? Are they comparable and interlock? If not, there is certainly a disconnect that needs to be addressed.

Goals: American companies are (often rightly) accused of having short-term vision and sacrificing long-term gain for immediate benefits (especially as applied to shareholder return). Ideally, all strategic plans incorporate short-, medium-, and long-term goals. Again, flexibility needs to be built in, but goal setting should not be so flexible as to make the goals meaningless.

Implementation: The macro document broadly states the how and why of implementing the strategic plan. Now is time to dirty our hands and delve into the details. What is the particular employee responsible for completing? What support will they have? Are there resources within the organization to draw on? Are outside supplements needed?

As the broad over-all view of strategy flows through the various departments to the individuals of the organization, the micro plans also need to offer a benefit to the employee.

Growth and Development: The micro plan needs to stress that the organization offers plenty of opportunity for professional growth and development. Mentoring programs, coaching, workshops, classes, networking opportunities, etc., need to be a part of the individual strategic plan.

Evaluation: As with goals, the progression of evaluations should go from short through long-term. Weekly or bi-weekly meetings with a supervisor, along with more formal reviews quarterly and yearly, keep everyone on pace towards the overall goals, as well as allow for flexibility when problems and delays occur.

Compensation and Incentives: Be very clear how compensation and incentives are tied to the individual strategic plan. A mixture of the two for reaching goals, participating in development programs, and taking the initiative keeps your employee motivated and turns on that competitive spirit!

Involving each individual of your organization in your overall strategic plan by developing micro plans, emphasizes the importance of that individual to the overall success and future of the company. Keeping employees involved and engaged contributes to an organizational culture of achievement, pride, support, and high morale.

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