In most aspects of life, facilitation starting with the right questions can put us on the road to discovery and ultimate success. Below we will cover facilitator questions for a strategic planning.
Facilitator Questions for Strategic Planning
Why Hire a Strategic Plan Facilitator?
Four Considerations
There are four things to consider before engaging a facilitator to manage your strategic planning process.
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Improving Business Results with Strategic Direction – 3 Success Elements
Every business leader wants to improve business results.
Here are three essential elements of success to improve corporate outcomes.
Five Steps to Building a Strategic Plan
In our consulting practice we take a team of people through a process to build a strategic plan for their organization. While this is best done in a group situation, it is possible to replicate the steps as a piece of “staff work”.
Here are the six steps to building a strategic plan.
Strategic Planning History
Strategic planning is an effort to develop coherence between what the organization is confronting today and what it needs to achieve tomorrow.
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Choosing a Facilitator – Six Questions to Consider
Hiring a facilitator to lead a group session within your business is a significant decision.
Here are six questions to consider:
Multi-Year Planning – A Quick Assessment
An ideal planning system is one that is not time-consuming, easy to do, aids your job performance and drives overall organizational success.
Notes from a Strategic Planning Facilitator
Here are some takeaways from two decades of facilitating strategic meetings from strategic planning facilitator.
Employee Engagement
Effective people engagement is an organization’s most important challenge.
Over the past couple of decades, I have asked people to describe those periods in their career when they received the most satisfaction from their work.
Structural Change is not a Panacea
Nobody sets out to kill off a relentless focus on driving profitable and sustainable customer value. Almost no one would purposefully make decisions that result in dissipating the organizational energy that is necessary to achieve important results.