Strategic Alignment

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Growth and Positioning Strategies for Associations

Form follows strategy, with huge implications for structure, infrastructure, capacity and competencies.

 

Forcing things seldom works. Form follows strategy and has huge implications for structure, infrastructure, capacity and competencies. To make sure these support your strategies, we will help you:

  • Assess organizational strengths and weaknesses
  • Conduct culture and staff engagement analyses
  • Facilitate a board self-assessment dialogue
  • Plan the resourcing of strategic initiatives
  • Optimize relationships with external alliances and vendors
  • Design human capital systems to grow/retain talent

 

Organizational strength and weakness assessment

We'll help you assess the strategic alignment between your operating plans, organizational architecture, policies, practices, enabling technologies, organizational culture and human capital systems.  This can be achieved through a full strategic assessment of internal strengths and weaknesses directly related to your external opportunities and threats (commonly called a “SWOT Analysis”), or we can help you assess specific components.

 

Culture and staff engagement assessment

While many organizations conduct employee "climate" assessments, too often these create an expectation with employees that "someone up there" in the organization (i.e. senior management) should do something about any problems or opportunities that surface.


Instead, we will help you conduct a culture assessment to surface how it drives (or limits) your ability to execute on your strategic objectives.  Armed, with this assessment, we will design and conduct sessions with your staff in which they assume accountability for making desired shifts in organizational behaviors or operating norms.

 

Board self-assessments

Some association clients have found it particularly helpful to have us administer a board self-assessment instrument and then facilitate a board discussion about the impact they want to have in the future.  In doing this, we often discover board members who are surprised to find that fellow board members have different perceptions about their collective effectiveness.  An example might be when some board members feel that as a group they too focused on tactics and need to be more strategic.  We will also help them think through the responsibilities of staff versus standing committees and task forces of volunteer leaders, as these often evolve over time and organizational growth.

 

Organizational structure

How does the executive team interact today?  How do their collective leadership styles and cross-functional teaming impact your organizational performance and culture? We’re big believers in “form follows strategy” and will help you assess structures that are best suited to meet the challenges and opportunities you have forecast.  An organization's operating framework presents considerable implications and nuances for succession management, so we’ll help you think through how these structures impact the developmental opportunities for your high potential employees.  

 

Resource planning

We will help you finalize, prioritize and sequence strategic initiatives and their component activities, and arrive at action steps to explore their funding, resource allocations, and product development considerations.

Vendor optimization

One of our strategic partners specializes in procurement and vendor management consulting to the nonprofit sector. Together, we help clients save money and eliminate risk by taking a more informed approach to buying goods and managing vendor relationships.  We help you provide value back to your customers/members/affiliates, by building uniquely designed national purchasing programs.

 

Merger Integration

We will provide guidance to your merger integration planning and implementation.  In the early stages we will help you scope out the strategic rationale and criteria, and the targeting of prospective high-impact partners. In later stages will help you conduct effective due-diligence, implement transition plans, and assess developing relationships.  We’ll work closely with your attorneys and accountants, and guide the overall process to help insure the outcomes meet the underlying rationale, and help make sure that everyone is focused on the things that will truly make a strategic difference.

 

Human Capital Systems Alignment

Executives understand that performance management, staff development, compensation, employment, succession planning, and other human capital systems all play a vital role in orchestrating strategy and building capacity.  We will help you structure these programs and engage staff in ways that create the “line-of-sight” linkages between your organizational objectives and each of your human capital systems. 

 

For example, your strategies may emphasize leveraging cross-functional synergies, team problem-solving, market innovation, and enhancing the customer's experience—and you don’t want them to be stymied by human capital systems designed to reward individual contributors who follow functionally-based job descriptions while driving down costs and managing risk.  

What Our Clients Say About Strategic Alignment

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