At this time of year, many companies look to the future and put together a Strategic Plan and/or a Business Plan for the coming year(s). For many, this has become a matter of looking at the last plan and changing the numbers to match new goals. If this is your process, you're missing a huge opportunity to build the strategic thinking and planning capability of your organization.

Whether you have a team of two, twenty, two hundred or two thousand plus, the strategic planning process provides multiple opportunities to develop employees and positively impact the bottom line. Here are a few suggestions of how to supercharge your strategic planning process and make it a vital part of your organization's success.

Create Pre-Planning Teams

Charter a team of three or four people to do advance research on industry trends, internal and external factors that will likely affect the future of your company in both positive and negative ways. Build time early in your agenda for a presentation from the team. This not only saves time in your planning session but gives those on the advance team an opportunity to think and learn from the research.

Charter a Stakeholder Audit Team. The size of this team will depend on how many stakeholders you identify. A stakeholder is a person or entity that has a "stake" in your success as a company. Stakeholders might include customers, suppliers, community leaders, etc. The job of this team is to interview these key individuals to get their input about what they need from your organization and/or how you might work more effectively together. This team will need to summarize and analyze the data they collect and bring it back to the planning team for use in the actual planning session.

Be sure to include some of your high potential non-managers on these teams so they are exposed to the process and have the opportunity to think at a higher level than their job usually demands.

Include Bargaining Unit Leaders and HR

If you work with a bargaining unit, include them in the process. Many items become easier to negotiate when Union leaders understand the big picture and the challenges the organization is facing. Also, Union leaders bring the viewpoint of your employees to the table in a unique way that can be very helpful in designing the "people" initiatives you will need to be successful.

Make sure to invite your Human Resources Director/Manager to the table. Many companies put together a strategic plan with multiple "people" strategies without the input of the HR Department. Since most of these strategies will fall to the HR Department for implementation or at least major support, it's in everyone's best interest to incorporate their ideas as well as making sure the strategies are implemented "as intended."

Use an Outside Facilitator

This can either be from another part of your organization or an outside consultant. Either way, your focus should be on the actual strategic thinking and planning. Executives who try to facilitate their own strategic plans are like doctors who try to treat themselves. It's not the best use of your professional expertise. A trained facilitator will bring out the best in each of those participating in the process, including the leader!!

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