Our recommended approach requires the design of three levels of strategy, reflecting the work of both a leadership team at the highest level and organisational teams at the second level. The final critical level would beis the individual Scorecard/ Improvement Plan. Each level of scorecard will contributes to the Whole Organisation scorecard, ensuring the strategy is enacted and continually and thoroughly monitored.

As the Organisation develops to become strategy- focused there is a requirement that one of the leadership roles motivates and monitors the process as key strategist. This strategist role would beis generally supported by ‘Change Champions’ who meet regularly through a ‘Strategic Review Team’. Together, and with support, training and scaffolding from the consultants, this team of champions would taketakes responsibility for the emergent strategic initiative teams, KPI master plans, and the and monitoring of, initiatives, individual scorecards and individual professional learning plans.

At the completion of the planning process, each individual staff member will have generated a personal strategy, for example, in the form of a Balanced Scorecard , from which will emerge individual operational plans. This process can be seen as the basis of a contextually appropriate appraisal system.

 

The consultants will work with the leaders, staff and community to develop the first two levels of scorecard; and then work with the Organisation Strategist in the development of individual scorecards and management of strategic initiative teams.

Our aim is to invigorate staff to become accountable for the directions of the organisation. A principal objective for the consultants is to become superfluous at an identified point, leaving the organisation in the strong and informed hands of its staff. We place high value on ongoing mentoring and offer this as an option which can be negotiated on a needs basis.