Como equilibrar o pensamento global com os detalhes do planejamento estratégico?

2 great ways to improve how you communicate your vision is to practice communication by attending improvisation and storytelling workshops. Improv workshops and exercises improves your ability to communicate properly when 'on the spot' The storytelling workshops improves your ability to communicate your vision to your audience in a relatable manner

I've seen how people try to build a vision and then create strategic goals. This is a mistake because you cannot have a proper vision without understanding the strategic context first. So, no matter what vision you have, you still need to assess the environment you operate in. This is easily done with a PESTLE analysis, followed by a SWOT analysis, or else your strategic planning will be quite lacklustre and without grounding in the actual limitations of your terrain. Just like an army going to war, it's easy to just say that you want to conquer an objective. But without studying the actual physical terrain, you could end up with terrible losses just like the Persians suffered at the Battle of Thermopylae against the Spartans!

There are additional considerations forward thinking leaders should consider when evaluating processes to bring a vision into reality. Soliciting input from all steak holders, when brainstorming can be helpful to gain crystal clear on the reason for the goal and whether achieving it now is important. Next, mapping out a few steps to begin moving forward, rather than becoming overwhelmed by trying to map out all the steps to get there is ideal. When the first step is taken, it becomes easier to solidify what the subsequent steps should be. If the answers to these questions support the need, it’s helpful to include relevant stakeholders at various times throughout the process to refine processes and reinforce the need.

Moltke the Elder is quoted as saying, "No plan of operations extends with certainty beyond the first encounter with the enemy's main strength.” The purpose of having a detailed action plan lies in planning within a fixed period of time, but also knowing how to adjust the plan in accordance to at least 2 different scenario. The detailed actions and who actually does it has to be named and listed so that you can address capability problems. Is one person taking on the bulk of the load? Sometimes actions and responsibilities need to be shared in order for the team to gain a positive working experience together. The leader then pieces his people's logic of actions, assesses assumptions, draws conclusions, and makes decisions for the team.

While envisioning and implementing groundbreaking innovations, one of the pivotal steps has been the relentless monitoring and evaluation of progress. Often, it's not just about tracking conventional metrics, but also gauging the ecosystem's receptivity and mindset shifts. Are the strategies resonating with stakeholders? Are previously identified mindset barriers being overcome? Remember, innovation isn't just about tangible results; it's equally about the intangible shifts in perception and approach. So, when assessing your progress, always dig deeper than surface-level metrics. What transformational changes are happening beneath the numbers?

This comes with the cadence of meetings. When a plan is in action, there needs to be a certain regularity of meeting in order to stay on the pulse of things. What is a regular cycle that we can use in order to get feedback, generate ideas and move forward in spite of changes? Implementing correct cadences with the correct group of people will do this. Don't just involve everyone in all meetings. This is death by meeting!

An additional thought on how to balance big-picture thinking with strategic planning details: *Think of this concept in terms of a lens on a camera. Zoom out to capture the broad view and exact all of the details then shift your lens to capture the up-close and medium-length details. Once you've done this start gathering outside input regarding the "pictures" you have taken.

You need to configure your organization properly to do this. To be honest, it is not a good idea for one person to do both. When you are doing this, you are a "business" with the emphasis on "busy". Task organize. Get team leaders to be responsible for the details. Listen to their ideas. Think together. This way, the heavy lifting becomes lighter with more hands on deck. As a metaphor, a general doesn't have the time or mindspace to plan everything from laying defensive positions to checking on every troop under his charge. That would be a severe waste of his capabilities. He has to gather collective information from all his people in a properly organized fashion, so as to think at a level that enables the pieces to come together.

This should not be a mystery. If organizations are large enough, they need to set up processes that are helmed by people. These must take on a specific cadence, ranging from a long term vision, to a mid term plan, and short term execution. Once these processes of planning, feedback and revision are in place, it becomes part of the organization's DNA. It will become a practical procedure for the organization and become familiar to all who are involved so that vision can become reality. Oh, and fyi, bigger transformations across, say thousands of people are likely to take up to 10 years to properly implement. Keep that in mind!

Embracing unconventional methods, such as role rotation days or outdoor retreats, can stimulate fresh perspectives and foster a deeper connection between your long-term vision and daily tasks. Remember, success often lies in the creative spaces between the details and the big picture. So, don't be afraid to explore uncharted territory in your quest for balanced * Storytelling Workshops: * Silent Retreats * Concept Mapping * Role Rotation Days * Divergent Thinking Sessions * Nature Walks * Reverse Brainstorming * Inspiration Journals * Artistic Expression * Reading Breaks * Obstacle Course Challenges * Outdoor Retreats * Regular "Why" Questions