Strategic Planning Consultancy

To effectively help their clients, strategy and implementation consultants need to leverage four drivers at the same time: Content, Process, Mindset and Behavior. Master these skills and you will be amongst the best in the world. The classical strategy consultant focuses primarily on the content-aspect of consulting. They do extensive analysis and based on that analysis, they give advice. While this model has been a great source of revenues, it is not enough for real change and effective strategy implementation. To truly achieve organizational change, a strategy and implementation consultant needs to address key drivers. We can organize them along two dimensions: explicit vs. tacit and cognition vs. action. The explicit part of consulting is what we see. It concerns the mechanics of strategy and the steps it takes to develop and implement it. The tacit part is what is under the surface; what happens in people’s mind and what is needed to change their day-to-day behavior. The cognitive part of consulting concerns the mental aspect; what happens in our minds and how we think. The action part concerns what we do; the processes and behaviors required. Based on these two dimensions, these are the four drivers of strategy and implementation consulting: CONTENT The strategy itself, as well as the roadmap and action plans that follow from it. This driver focuses on what the organization should look like in the future (point B), where it stands now (point A) and how to bridge the gap between A and B. PROCESS The steps, actions and tools used to develop and implement strategy. To define points A and B and the actions to bridge the gap between them, you take certain steps and actions and use certain tools to execute them. MINDSET What happens in people’s minds; their values and beliefs; at the top and across the organization. Without the right mindset or shift therein, strategy and implementation will remain unsuccessful. BEHAVIOR In the end, it is people’s behaviors, habits and routines that need to change. Not addressing these will not bring the success you want. Therefore, also behavioral change requires dedicated attention. Unfortunately, there are not many places where you can develop all four skills. It is for this very reason that Timothy Tiryaki and I have developed the Certified Strategy & Implementation Consultant (CSIC) program. It is carefully designed around the four drivers so that you develop all the skills required to be an effective consultant. Our next cohort starts on February 7th and there are still a few spots left. If you have at least 10 years of experience, 5 of which in a facilitating, coaching or managing role, and aspire to enhance your strategy and implementation skills, this program may be for you. Visit our website strategy.inc for all information and registration. Are you ready to develop the skills to master all four drivers? #strategicleadership #changemanagement #growthmindset

A roadmap is not a strategy! Yet, most strategy docs are roadmaps + frameworks. This isn't because teams are dumb. It's because they lack predictable steps to follow. This is where I refer them to Ed Biden's 7-step process: — 1. Objective → What problem are we solving? Your objective sets the foundation. If you can’t define this clearly, nothing else matters. A real strategy starts with: → What challenge are we responding to? → Why does this problem matter? → What happens if we don’t solve it? — 2. Users → Who are we serving? Not all users are created equal. A strong strategy answers: · What do they need most? · Who exactly are we solving for? · What problems are they already solving on their own? A strategy without sharp user focus leads to feature bloat. — 3. Superpowers → What makes us different? If you’re competing on the same playing field as everyone else, you’ve already lost. Your strategy must define: · What can we do 10x better than anyone else? · Where can we persistently win? · What should we not do? This is where strategy meets competitive advantage. — 4. Vision → Where are we going? A roadmap tells you what’s next. A vision tells you why it matters. Most PMs confuse vision with strategy. But a vision is long-term. It’s a north star. Your strategy answers: How do we get there? — 5. Pillars → What are our focus areas? If everything is a priority, nothing really is. In my 15 years of experience, great strategy always come with a trade-offs: → What are our big bets? → What do we need to execute to move towards our vision? → What are we intentionally not doing? — 6. Impact → How do we measure success? Most teams obsess over vanity metrics. A great strategy tracks what actually drives business success. What outcomes matter? → How will we track progress? → What signals tell us we’re on the right path? — 7. Roadmap → How do we execute? A roadmap should never be a list of everything you could do. It should be a focus list of what truly matters. Problems and outcomes are the currency here. Not dates and timelines. — For personal examples of how I do this, check out my post: https://lnkd.in/e5F2J6pB — Hate to break it to you, but you might be operating without a strategy. You might have a nicely formatted strategy doc in front of you, but it’s just a… A roadmap? a feature list? a wishlist? If it doesn’t connect vision to execution, prioritize trade-offs, and define competitive edge… It’s not strategy. It’s just noise.

Most people start with the plan. That’s why they lose the room. When you're trying to bring people along, it feels natural to show your thinking. Lay out the steps. Walk through the logic. But the how only works if people already believe in the where. If they don’t, you’re just explaining a plan no one asked for. Lead with the destination. Paint the picture of the world as it looks when you've arrived — specifically, compellingly, in a way that makes people think: 𝘐 𝘸𝘢𝘯𝘵 𝘵𝘩𝘢𝘵. Once they do, the how becomes a conversation they want to join. No one gets excited about a plan. They get excited about what the plan makes possible. Here’s what makes a destination land: 𝟭/ 𝗗𝗲𝘀𝗰𝗿𝗶𝗯𝗲 𝘁𝗵𝗲 𝘄𝗼𝗿𝗹𝗱 𝗮𝘀 𝗶𝘁 𝗹𝗼𝗼𝗸𝘀 𝘄𝗵𝗲𝗻 𝘆𝗼𝘂'𝘃𝗲 𝗮𝗿𝗿𝗶𝘃𝗲𝗱 Not "we'll improve X." Something specific: "A year from now, a customer can do in 2 minutes what takes them a day today." Specific futures are believable. Vague ones are forgettable. 𝟮/ 𝗦𝗵𝗼𝘄 𝘁𝗵𝗲 𝘁𝗵𝗶𝗻𝗸𝗶𝗻𝗴 𝘁𝗵𝗮𝘁 𝗴𝗼𝘁 𝘆𝗼𝘂 𝘁𝗵𝗲𝗿𝗲 A destination without reasoning feels like wishful thinking. Briefly name what you looked at — the current pain, the patterns you observed, the alternatives you weighed. It tells the room: this isn't a dream. It's a conclusion. That's what earns the benefit of the doubt. 𝟯/ 𝗠𝗮𝗸𝗲 𝗶𝘁 𝗮𝗯𝗼𝘂𝘁 𝘁𝗵𝗲𝗶𝗿 𝘄𝗼𝗿𝗹𝗱, 𝗻𝗼𝘁 𝘆𝗼𝘂𝗿𝘀 Cross-functional partners care about their priorities, not yours. Show them how the destination solves something they deeply care about. If they can't see themselves in it, they won't move toward it. 𝟰/ 𝗟𝗲𝘁 𝘁𝗵𝗲 𝗴𝗮𝗽 𝗱𝗼 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸 Once someone believes in the destination, they'll feel the distance between here and there. That tension creates urgency. You don't need to sell the plan — the gap sells it for you. 𝟱/ 𝗛𝗼𝗹𝗱 𝘁𝗵𝗲 𝗵𝗼𝘄 𝗹𝗼𝗼𝘀𝗲𝗹𝘆 The how will change. It always does. If you're too attached to it, partners feel like they're being handed a plan to execute, not a problem to solve together. The destination stays fixed. The path stays flexible. 𝟲/ 𝗦𝗽𝗲𝗻𝗱 𝗺𝗼𝗿𝗲 𝘁𝗶𝗺𝗲 𝗼𝗻 𝘁𝗵𝗲 𝘄𝗵𝗲𝗿𝗲 𝘁𝗵𝗮𝗻 𝘆𝗼𝘂 𝘁𝗵𝗶𝗻𝗸 Most people rush through the vision to get to the plan. Flip it. The more vivid and compelling the destination, the less you'll need to sell the steps. If you want alignment, don't start with your plan. Start with the picture. Make it real enough that others can see themselves in it. The how will follow. What's one way you've seen someone paint a vision that actually moved people? --- Follow me, tap the (🔔) Omar Halabieh for weekly Leadership and Career posts.

Could strategic misalignment be keeping you and your organization away from attaining maximum value? Executives and project managers are often rowing in different directions. The boat moves, but not necessarily toward value. From my doctoral research, and work with several clients, three pillars of strategic alignment consistently separate high-performing organizations from the rest: 1️⃣ Common Goals – A shared definition of success at both the strategic and operational levels. 2️⃣ Shared Language – Clear communication that bridges “executive speak” and project management terms. 3️⃣ Mutual Understanding – Executives gain insight into project realities, while PMs understand the strategic trade-offs leaders are balancing. The challenge? Most organizations talk about alignment but rarely make it a living system. That’s why I created the ALIGN™ Framework as a practical roadmap: 🪀 A – Assess the Value Chain → Define where value is created and lost. 🪀 L – Listen Across Levels → Build the “bilingual dictionary” across teams. 🪀 I – Integrate Strategy into Planning → Include PMs early in design, not just delivery. 🪀 G – Guide with Goals & Guardrails → Establish clarity with KPIs, OKRs, and constraints. 🪀 N – Navigate with Data & Confluence → Create mutual understanding with dashboards, forums, and collaboration tools. 🔑 ALIGN™ isn’t just an acronym. It’s the operating system for embedding the three pillars of Common Goals, Shared Language, and Mutual Understanding into everyday practice. When organizations apply it, strategy stops being a lofty document and becomes a lived reality. 📌 Question for you: In your organization, which of these three pillars: common goals, shared language, or mutual understanding requires the most urgent attention? Let's create the bride to ALIGN! ♻️Share to elevate others and follow🎙️Fola F. Alabi for more! #FolaElevates #StrategicLeadership #ProjectManagement #SPL #StrategicAlignment #Align #ExecutionExcellence #StrategicConfluenc

Most organizations struggle not because of poor strategy — but because their internal elements aren’t aligned. That’s where the McKinsey 7S Model still delivers value in 2025 and it’s one of my go to models for ensuring alignment across the business. ☑ It identifies 7 elements that must work in harmony: ↳ Strategy – your plan for advantage ↳ Structure – how teams are organized ↳ Systems – how work gets done ↳ Shared Values – your cultural foundation ↳ Style – leadership approach ↳ Staff – your people ↳ Skills – your core capabilities Example: Microsoft in 2025 → Strategy: “AI-first productivity” across all products → Structure: Cross-functional AI innovation hubs → Shared Values: Responsible AI and inclusivity → Staff: Upskilling globally in AI literacy When these 7 elements align, strategy turns into execution. Strategic alignment isn’t a one-time project — it’s a living system that keeps your organization coherent and competitive. Ps. if you like content like this, please follow me.

When feeling the urgent pressure of new technologies, disruptive change and fast-moving markets, inspirational leaders focus on a surprising question: why does our organization even exist? It’s easy to get caught up in the whirlwind of the latest tech or what the competition is doing, but deeply understanding your core purpose can cut away distractions, focus you on what matters and create a vision for what’s next. 1/ Start by looking at the very nature of your organization and strip away the packaging, pricing and delivery. Ask yourself: what unique role does this organization play in the world? Why do we exist, and what about that has remained consistent across our past and our present, and should inevitably drive our future? 2/ Craft a vision for the future that is disrupted by change but grounded in purpose, envisioning how the world will continue to rely on our existence, as needs are timeless. Resist picking specific technologies, products, packages or solutions that this value is embedded in, because these are not timeless. 3/ Engage your organization in using this purpose to inspire what might be next. Ask yourselves, what are other ways that we may fulfill our purpose beyond what we’re doing today? What are the different shapes, business models, packages or delivery vehicles that might look different but magnify our purpose? Which of these might help us not just survive, but thrive in a future shaped by disruption and new technologies? Look closely at organizations that have thrived through previous disruptions to recognize how this successful pattern of returning to their purpose has fueled success. Take Disney - an organization that has embedded magical family experiences through immersive storytelling into everything it does (its purpose), whether it’s hand drawn animation, theme parks or CGI. The core idea here is to resist simply reacting to markets or chasing trends, but rather to follow purpose-driven innovation: getting inspiration from how we reimagine ourselves to reinforce our reason for existing, not distract from it. #LIPostingDayMay

Engineering Your Data Strategy Roadmap: In today's data-driven world, organizations are increasingly relying on data to drive their decision-making processes and gain a competitive edge. However, building a successful data strategy requires more than just collecting and storing data. It requires a well-thought-out roadmap that aligns with the organization's goals and ensures that data is used effectively to drive business outcomes. Understanding the Importance of a Data Strategy: A data strategy is a comprehensive plan that outlines how an organization will collect, manage, store, and use data to achieve its goals. It provides a framework for making informed decisions about data governance, data quality, and data management practices. A well-defined data strategy can help organizations: - Improve decision-making processes - Enhance operational efficiency - Identify new business opportunities - Mitigate risks associated with data management - Improve customer experiences Key Components of a Data Strategy Roadmap 1. Define Business Goals and Objectives Action Point: Clearly define the specific business goals and objectives that the data strategy will support. Tangible KPI: Increase in revenue, cost reduction, market share growth, etc. 2. Assess Current Data Capabilities Action Point: Evaluate the organization's current data infrastructure, data governance practices, and data quality standards. Tangible KPI: Data quality score, data availability, data accessibility. 3. Identify Data Sources and Collection Methods Action Point: Identify both internal and external data sources and determine the most effective methods for collecting data. Tangible KPI: Increase in data sources, and improvement in data collection efficiency. 4. Develop a Data Governance Framework Action Point: Define policies, procedures, and roles and responsibilities for managing data within the organization. Tangible KPI: Implementation of data governance framework, and adherence to data governance policies. 5. Implement Data Management Processes Action Point: Establish processes for data cleansing, data integration, and data storage. Tangible KPI: Reduction in data errors, and improvement in data processing time. 6. Establish Key Performance Indicators (KPIs) Action Point: Define KPIs that align with the organization's business goals and objectives. Tangible KPI: Achievement of KPI targets, and improvement in business outcomes. 7. Monitor and Evaluate Data Strategy Action Point: Regularly monitor and evaluate the effectiveness of the data strategy. Tangible KPI: Regular reporting on KPIs, and adjustment of data strategy based on evaluation results. Reach out to us today to learn more about how we can support your data strategy journey. Ace Infoway Pvt. Ltd. Amit Mehta , Jigar Mistry , Nirav Oza, PMP #data #dataengineering

Most strategy review workshops are a waste of time. Not because people don’t care. But because they ask shallow questions and avoid uncomfortable truths. This week, I ran a leadership session with a simple goal: 👉 Review how our transformation is really going. 👉 Decide what to change, double down on, or let go of. We used this structure to get deep, fast. We explored 5 key dimensions: 1️⃣ Strategic Progress → Are we making progress on what we said matters most? → How well are we addressing the strategic challenges we set out to solve? → Which goals or priorities are on track, off track, or obsolete? → Are we solving real problems, or just executing activity? 💡 This focuses the group on outcomes rather than busyness. 2️⃣ Organizational Behavior & Culture → Are we behaving differently, or just talking about it? → What new behaviors are becoming the norm? → Where is old culture pulling us back? → Are people taking ownership or waiting for direction? 💡 This surfaces whether the transformation is truly lived or just branded. 3️⃣ Collaboration & Decision-Making → Are we leading as a team, or still operating in silos? → Are we making cross-functional trade-offs or defending turf? → Are decisions made fast and close to the action, or slow and political? → Do we challenge each other constructively or avoid conflict? 💡 This reveals if the leadership team is truly aligned and acting as one. 4️⃣ Execution System & Governance → Do we have the right mechanisms to move forward with clarity and speed? → Do we have clear ownership, milestones, and feedback loops? → Are strategic initiatives (EPICs, programs, workstreams) delivering? → Is governance enabling or bureaucratic? 💡 This shows whether your transformation engine is tuned for progress or stuck in planning. 5️⃣ Customer & Market Impact → Is the transformation visible to the outside world? → What’s changed for our customers or stakeholders? → Are we delivering new value or just optimizing internally? 💡 This gets you out of the building. Then we asked 3 provocative questions at each dimension: – What needs to shift? – What do we need to double down on? – What’s becoming more (or less) important? Here’s how it worked: ✅ Small rotating groups ✅ Flipcharts at each dimension ✅ Start–Stop–Continue format ✅ Gallery walk + dot voting to surface shared priorities ✅ Team-wide synthesis to define clear next steps The result? No buzzwords. No corporate theater. Just clarity, alignment, and commitment. What's your go-to format for strategy reviews? ♻️ Please share to help someone you know make better strategy. Follow Dr. Marc Sniukas for more practical strategy insights.

Employees are noticing the lack of clarity around AI. They want to know what happens to them and their daily work. Saying "you will be more efficient" is not reassuring or sufficient. Many large firms are integrating AI, including highly intelligent systems and autonomous agents. But they often fail to clearly articulate what their organization will look like in the future. This creates uncertainty among employees. They need more than vague promises. They need a vision. A clear vision includes: • How AI will change daily tasks • New roles and opportunities • Training and development plans Firms must provide: → Transparency → Detailed plans → Reassurance Employees want to know: ↳ How their roles will evolve ↳ What new skills they need ↳ How they will be supported A well-communicated vision helps: → Reduce anxiety → Build trust → Boost engagement It’s not just about efficiency. It’s about creating a supportive and clear path forward. Steps to articulate your AI vision: 1. Define: What will your organization look like with AI? 2. Communicate: Share detailed plans with employees. 3. Support: Provide training and resources. 4. Engage: Involve employees in the transition process. Be proactive. Be clear. Be supportive. Help your team understand the future. Create a roadmap that guides them. Show them that the future with AI is bright.