Your program outcomes clash with the company's long-term strategy. How will you realign them for success?

Realigning Program Outcomes with Company's Long-term Strategy Assess Current Program Outcomes Understand the Company's Long-term Strategy Stakeholder Engagement Redefine Program Goals and Objectives Develop an Action Plan Adjust KPIs and Metrics Training and Development Continuous Feedback and Improvement Celebrate and Communicate Successes Long-term Monitoring and Adaptation

When program outcomes clash with the company’s long-term strategy, realignment is crucial for success. This begins with ‘Assessing Reality’. It involves a thorough evaluation of the current state of the program, understanding the gaps, and identifying the causes of misalignment. This reality check provides a clear picture of the discrepancies between the program outcomes and the company’s strategy. Armed with this knowledge, you can devise a robust plan to realign the program with the company’s goals, ensuring that every effort contributes to the overarching strategy and drives success.

Conduct a map and gap analysis in the outcomes to understand the gaps and opportunities on how it can be realigned with the long term strategy.

Begin by thoroughly analyzing the program outcomes and the company’s long-term strategy. Identify specific areas where misalignment occurs. This might involve evaluating the program's objectives, deliverables, and overall impact on the company’s strategic goals.

During any engagement when there is an open and clear communication between stakeholders there is not only a clear sense of directions but also helps everyone’s focus aligned to the Program goals. When everyone is aligned and has a common goal it not only increases the team collaboration but also increases team productivity along with morale.

Conduct a stakeholders meeting with every line and department to have a collective reflection, recommendation and direction for everyone to follow.

Initiate an open dialogue with key stakeholders, including executives, team members, and other relevant parties. Clearly communicate the discrepancies between the program outcomes and the company’s long-term strategy. Encourage feedback and suggestions for realignment.

Action: Engage in open and transparent discussions with key stakeholders, including executive leadership, team members, and clients, to understand their perspectives and priorities. Rationale: Collaborative dialogue ensures buy-in and helps to gather diverse insights that can inform the realignment process.

Plan thoroughly by determining what needs to be done, when it should be done, who will do it, where it will take place, and how it will be achieved.

Develop a detailed plan to adjust the program outcomes. This may involve redefining objectives, reallocating resources, or changing the project scope. Ensure that the adjustments are realistic and aligned with the company’s strategic vision. Collaborate with stakeholders to create a feasible roadmap.

Action: Develop a detailed plan to realign program outcomes with the company's long-term strategy. This may involve redefining objectives, reallocating resources, or revising timelines. Rationale: A well-thought-out plan provides a clear roadmap for making the necessary changes, ensuring that all aspects of the program are aligned with strategic goals.

Nada mais frustrante que produzir o que o cliente não precisa. Bem como, trabalhar em algo que não é estratégico para a organização. Nesse sentido, ajuste de plano de tempos em tempos é fundamental para o resultado empresarial. Uma coisa que achei útil é a revisão trimestral, avaliando se o que foi previsto de fato foi executado, ajustando o que for necessário.

Implement the agreed agreed on actions while being flexible to changes that occur. Adaptive management is key in the current VUCA environment.

Implement the planned adjustments systematically. Assign roles and responsibilities, establish timelines, and ensure that all team members are on board with the changes. Provide the necessary support and resources to facilitate a smooth transition.

Action: Implement the planned adjustments with a focus on effective change management, including clear communication, training, and support for team members. Rationale: Successful execution requires careful management to minimize disruptions and ensure that everyone is on board with the new direction.

It is often said that you cant expect what you don't expect. Continuous monitoring also provide one opportunities for quick fixes and pivoting to avoid the Cobra effect and other negative consequences.

Continuously monitor the progress of the realigned program. Use key performance indicators (KPIs) to track improvements and ensure that the program is moving in the right direction. Regularly review and report progress to stakeholders to maintain transparency and accountability.

Action: Continuously track the impact of the changes through key performance indicators (KPIs) and regular progress reviews. Rationale: Monitoring progress allows for timely identification of issues and enables data-driven adjustments to keep the program on track.

Se os seus resultados estão desalinhados com a estratégia, provavelmente o seu programa também esteja. Pare e repense se ele realmente deveria ter começado, um ponto crucial da estratégia é decidir o que não fazer! Recursos são escassos e finitos, seja realista e use-os com responsabilidade.

Action: Establish ongoing processes and mechanisms to ensure sustained alignment between program outcomes and the company's long-term strategy. This may include regular strategy reviews, continuous improvement initiatives, and alignment workshops. Rationale: Sustained alignment ensures that the program remains relevant and contributes to the overall success of the company in the long term.

Establish mechanisms to sustain the alignment between program outcomes and the company’s long-term strategy. This could involve regular strategy reviews, feedback loops, and continuous improvement processes. Ensure that the program remains flexible and adaptable to any future strategic shifts.

Update the program plan to reflect the new alignment with strategic objectives. This may involve adjusting deliverables, timelines, resource allocation, and KPIs. Clearly communicate the revised program objectives and changes to your team and stakeholders. Ensure that everyone understands the new direction and their role in achieving it.

My initial question would be: who approved a program that goes against the long-term strategy? Anyhow, assuming it's already approved, it just depends on what value it brings. Every department and person fights for their own interests and need to be skilled at selling their vision internally. Maybe some small modifications can be made to include other stakeholders on board and more people benefit from the program. Maybe some concessions need to be made so management/leadership approves. It really just depends on the context.

Stakeholder Engagement: Maintain strong stakeholder engagement throughout the process to ensure ongoing support and alignment. Training and Development: Provide training to team members to ensure they understand the strategic goals and how their work contributes to them. Cultural Alignment: Foster a culture that embraces the company’s long-term strategy, ensuring that all team members are committed to the same vision. Risk Management: Identify potential risks associated with the realignment and develop mitigation strategies to address them proactively. Celebrate Milestones: Recognize and celebrate milestones achieved during the realignment process to maintain motivation and commitment among team members.