The ODI
Strategic Planning and Implementation Approach

Our approach constitutes an organization development solution to complex change that far exceeds traditional strategic planning methods in that plan implementation is normally done concurrently.

The ODI Strategic Planning & Implementation Approach is a time-tested hybrid planning model constructed from the best elements of every popular strategic planning model available - with the addition of our own special implementation technology woven throughout.

The Approach features enormous flexibility with a soft "backbone" structure that allows ample opportunity for major adaptations or minor adjustments as the work unfolds. The ten Phases are nested - that means that when a Phase is begun it remains open indefinitely. Although the Phases are normally opened in sequence, one need not be complete before the next is begun.

The SPIA normally takes 10 to 12 months from initiation through the first full cycle. This allows plenty of time for anticipated detours and sidetracks. Because the ODI Approach is a natural rhythm of planning and implementation, progress is faster. People see results more quickly so participation is higher than normal.

Outcomes: Clarify planning and implementation scope, direction, timetable, parameters, and responsibilities, and other critical expectations.

Benefit: Saves time and money by striking essential clarity before the work begins.

Scope: This initial Phase lays the foundation for a logical start, and documents the parameters for the full course of the first iteration of the model (first 12 months). Although the Charter can be reviewed and modified as needed during this first iteration, its review at the beginning of the second cycle is strongly encouraged. The ODI Chartering Guide helps prepare the Chartering Team for this task. Often, the Charter is broadcast widely in the organization in order to pave the way for a no-surprise scenario relative to the planning process. The Charter is normally a five or six page document.

Information and Resources: The following resources may be required for each subsequent Phase: Meeting space, incidental equipment (such as projectors, easels, pads), and incidental services (such as project coordination, and on-site copying). The Chartering Team, and any existing plans.

Outcomes: Eliminate, or minimize, fear of change by sharing information on a recurring basis with those individuals the planning and implementation process is most likely to affect.

Benefit: Saves staff time by letting everyone involved know what is happening.

Scope: Preparation requires, at minimum, a dialog concerning the implications of significant items in the Charter and how those items may impact individuals or organizational elements, as best as can be known at the outset. The primary means of preparation will be one or more open forums during which people will find out what has happened (progress report), and what is on the horizon (projected events). Secondary means will be to make videotapes of these presentations available to people whom will miss these events for a variety of legitimate reasons. Also, project updates will be summarized and put out on a web site for easy access (under password protection if required). These forums will begin in the first month and continue on an as-needed basis throughout the project.

Information and Resources: Organization Development Team, ODI Forum Facilitation Guide

Outcomes: Measure the organization's current capacity to perform, its current pre-disposition to tasks, its strengths and weaknesses, and determine the Quality of WorkLife Index so that improvements can be made where necessary.

Benefit: Establishes the focus on what really needs to be done rather than guessing.

Scope: The SPIA requires that the organization be examined to determine readiness for the challenges that changes will bring. Potential strengths and shortfalls, when known, will allow the formulation of a plan to overcome any pre-existing conditions that might otherwise cause planning or plan implementation to falter. The measurements that emerge during this Phase will come from internal surveys, inventories, interviews, and existing data into the single model used for diagnosing organization capacity.

Information and Resources: Data Collection Team, ODI CommunityWare Services

Outcome: Determine environmental influences that will likely have an impact on the planning or plan implementation process.

Benefit: Adds credibility and confidence to planning by finding out the facts.

Scope: An Environmental Scan requires a systematic gathering of information that will likely influence the future of the organization. Some information may be of a demographic nature, while other information may be specifically related to the organization's projected future.

Information and Resources: Environmental Scan Team, City/State/Federal reports

Outcome: Describe three feasible alternative futures that can be used as environments within which the Division must "fit" successfully.

Benefit: Adds stability by developing no-surprise scenarios linked to critical decisions.

Scope: During this Phase, alternative futures into which the Division must be capable of "fitting" successfully will be described using ODI's scenario-based model that provides a planning framework.

Information and Resources: Any existing Strategic Plan, Variety of futurist publications, and the
Executive Planning Team

Outcomes: Develop a clear "picture" of the events that will occur in relation to each other over the planning timeline as a way of clarifying sequence.

Benefit: Dramatically improves implementation by adding events to the work schedule.

Scope: The Events Time-line will graphically portray planned events for the organization as well as events that can be forecast over which the organization has little or no control. The scope incorporates all known planned events that are likely to influence the future of the organization. The Events Time-line is constructed so that it can be easily updated and remain visible to all those who may be impacted by it.

Information and Resources: City, State, Federal, and organization planning calendars,Organization Development Team, Prioritization Team

Outcomes: Assure that internal cultural barriers do NOT encumber implementation of the plan.

Benefit: Assures the critical match between new tasks and natural attributes of the staff.

Scope: The organization culture parameters required to achieve success in the implementation of this plan will be determined. This will assure that people with both the right skills and the right pre-dispositions are currently in the right positions to achieve project outcomes. In addition, programming the organization culture will make future recruiting and selection more effective.

Information and Resources: Inventory results from Phase III, and position descriptions of all current employees as well as the job standards for potentially new positions created from Phases V and VI, Organization Development Team, Prioritization Team

Outcomes: Provide the financial resources to adequately fund the plans made to assure implementation.

Benefit: Provides the resources to implement changes in priority order to assure optimum success.

Scope: Full financial projections will be tied to plan implementation.

Information and Resources: Budget planning, and policy documents, a Budget Team.

Outcomes: Set documentation metrics in place that will provide early warning if targets are not being met for the purpose of providing project management confidence.

Benefit: Provides management with confidence by linking critical actions to measures of success.

Scope: Action Plans will be reviewed to identify monitoring mechanisms that will allow planners and management (ideally every worker) to determine if expectations are being met. Each worker will have 3 to 5 metrics that measure success for their positions. The Division will have no more than 20 metrics that determine success at the Division level.

Information and Resources: The names of all employees, and position descriptions for each.

Outcomes: Implement the plan and sustain the planning process in anticipation of required adjustments so that reasonable organizational stability is maintained while undergoing change.

Benefit: Affords a comprehensive failsafe check that essential tasks have been implemented

Scope: This Phase simply and officially sets in motion all remaining actions that complete the planning process, and shifts to plan implementation.

Information and Resources: Executive Team.

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Reviewed: 5-15-02 as "www.ltodi.com/FuturePlanning1.htm"