You’ve done the work. You’ve assessed your organization’s strengths, identified opportunities, and charted a path forward. But have you considered the implementation strategy and plan? Many organizations overlook this crucial step, diving headfirst into new initiatives without a clear strategy for execution. This can lead to misaligned priorities, wasted resources, and missed opportunities. In a landscape where multiple initiatives unfold simultaneously, strategic clarity and robust change management are essential.

“Ultimately, having multiple initiatives underway within an organization can be a positive problem,” said Airan Scruby, Senior Change Management Strategist with Good Scout Group. “It’s frequently a sign of growth, as well as an indicator of strategically engaged leadership. Harnessing that strategic impulse and orchestrating changes to complement one another is the secret ingredient for making sure changes stick.”

One of the primary reasons change management is essential is its impact on project success. Research by Prosci highlights that projects with highly effective change sponsors are three times more likely to meet their objectives compared to those with ineffective sponsors. While sponsors of strategic change should be internal to the organization, outside support may be needed to optimize the value of each project underway.

Ensuring Strategic Alignment

One of the biggest challenges in managing multiple initiatives is ensuring that each one is strategically aligned with the organization’s long-term goals. Misalignment can lead to resource wastage and strategic drift. To avoid this, it is crucial to evaluate each initiative against the organization’s mission and strategic objectives.

“Often, misalignment comes down to differing interpretations among leaders about the connection between a strategic initiative and the stated vision and goals of the organization,” Scruby said. “Start any process by bringing leaders together to establish and affirm a stated connection between broader vision and practical outcomes, and reiterate that relationship as often as you can. The best processes even use the language of these connections in the task lists and timelines created to monitor the project.”

When strong alignment is forged at the outset of an initiative, implementation strategy is supported by vision at every step of the process. Additionally, it can provide critical context for leaders as they prioritize or deprioritize each initiative based on the most urgent needs of the organization.

Key Factors to Consider

When prioritizing initiatives, organizational leadership should consider the following factors:

• Alignment with Strategic Goals: Ensure that each initiative aligns with the long-term vision and strategic objectives of the organization.
• Resource Availability: Evaluate the resources—time, budget, personnel—required for each initiative and ensure that they are available.
• Stakeholder Impact: Consider the impact on various stakeholders, including employees, customers, and partners. Initiatives that positively affect key stakeholders may be prioritized.
• Market Trends and External Factors: Stay informed about market trends and external factors that could influence the success of initiatives. This includes regulatory changes, economic conditions, and technological advancements.

By using these methods and considering these factors, organizations can strategically prioritize initiatives that will drive the most value and align with their overall goals.

Using a Prioritization Matrix

A practical approach is to use a prioritization matrix to assess the strategic value and resource requirements of each initiative. This helps in identifying which initiatives should be prioritized and which might need to be scaled back or postponed. This method involves plotting initiatives against two axes—typically impact and effort. For example, an initiative with high impact and low effort would be prioritized higher than one with low impact and high effort. You can find excellent templates for prioritization matrices on platforms like Smartsheet.

Communication and Engagement

Engaging with front-line employees and stakeholders during this process is also critical. Their input can provide valuable insights into the feasibility and potential impact of each initiative, helping to refine priorities and ensure buy-in.

Effective communication is the backbone of any successful implementation strategy. It is essential to maintain open, transparent, and frequent communication channels to keep all stakeholders informed and engaged. Moreover, staff members will likely have participated in the information gathering process for initiatives underway, and may feel investment in certain projects over others, or view one strategic change as more immediate or crucial than another. For this reason, a process of employee engagement is necessary. This can include seeking their feedback, involving them in planning, and providing the necessary training and support. (Apps Associates, 2023).

“Ultimately, the most valuable asset any organization has for getting strategic work done is its workforce,” Scruby said. “Each employee has a unique perspective based on their observations and experiences and those are worth exploring. Plus, good organizational communication habits reduce employee turnover and increase job satisfaction. It’s worth investing time and effort there.”

Bringing in Consultants and Extra Manpower

When multiple initiatives are unfolding, the demand on internal resources can be overwhelming. This is where the expertise of external consultants becomes invaluable. Consultants bring specialized knowledge and an objective perspective, which can be critical for diagnosing issues and designing effective solutions. They can also provide additional manpower to ensure that initiatives stay on track without overburdening existing staff.

Consultants are particularly useful in implementing structured change management approaches. According to a study by Harvard Business School, a defined approach to change management, which includes preparation, implementation, and follow-through phases, significantly enhances the likelihood of successful outcomes. This structured approach helps organizations stay on track, address gaps promptly, and apply consistent methodologies across various projects (HBS Online, 2023).

Many initiatives managed by outside consultants stall when the outside help delivers final recommendations and the contract ends. Organizations seeking help with implementation strategy should look for consultants who can roll up their sleeves and work alongside internal teams to shepherd processes to completion.

Ready to bring strategic clarity to your organization’s initiatives? Discover how our expert team at Good Scout Group can help you navigate complex projects and drive sustainable success. Contact us today to schedule a consultation!

References

• Prosci. (2023). Best Practices in Change Management. Retrieved from Prosci
• Harvard Business School. (2023). What Is Organizational Change Management? Retrieved from HBS Online
• Apps Associates. (2023). The Importance of Change Management in 2023. Retrieved from Apps Associates
• Boardman, A. E., Greenberg, D. H., Vining, A. R., & Weimer, D. L. (2018). Cost-Benefit Analysis: Concepts and Practice. Cambridge University Press.
• Gürel, E., & Tat, M. (2017). SWOT Analysis: A Theoretical Review. Journal of International Social Research, 10(51).
• Hillson, D., & Simon, P. (2020). Practical Project Risk Management: The ATOM Methodology. Berrett-Koehler Publishers.
• Kaplan, R. S., & Norton, D. P. (1996). The Balanced Scorecard: Translating Strategy into Action. Harvard Business Review Press.