Strategic Planning

Simple, Quick and High Impact are The Big Three at Switch HR. It’s a winning recipe baked into every service and product we offer. But careful on the “Quick” part when applying that formula to executive leadership and strategic planning. A lot of consultants talk about “rapid deployment” as if executives can change their life-learned habits overnight. And when we speak of strategic initiatives that will truly change your company for the better, that’s a three-year deal at least.

On the other hand, our “quick” way to approach both executive development and strategic planning is to recognize foremost that they are one and the same challenge —they run parallel so to speak. Yet most consultants and company top brass usually tackle A.) leadership, and B.)business planning, separately, in two very different forums distinctly and oddly disconnected in every way, method and technique.

Executive training and development are traditionally the bastion of HR, although even there, outside experts are usually contracted because in-house HR doesn’t have the means or credibility to pull it off. Contrast strategic planning and execution, which is a serious “Boardroom” thing. It almost never starts or ends with the human resource function.

You waste a lot time that way. Moreover, successful strategic planning, has far less to do with the “plan” and is far more about executing it. Implementing–making your vision reality– is  where the best ideas fall apart every time. And that’s where great leaders make all the difference. So Switch direction and discover how strategic planning and leadership development are one and the same.