Implementation plans provide an outline of how suggested solutions should be implemented. They address the following questions: what, how, who, and when to implement; and how to measure the results/effectiveness. The gap between recommendations and implementation should be bridged with a set of main questions/issues all of which should be addressed in the implementation plan.
Methodology
- Develop main question. Determine main question that conveys the development needs attributable to the strategic recommendation
- Define activities. Define activities required by the company and by consultants (if any)
- Assign budget. Define required resources
- Delegate responsibilities. Study personnel and determine who has the appropriate skills for given tasks
- Make a schedule. Determine the time required for the activities and the deadlines. Construct a project plan
- Develop key performance indicators. Define the goals. Determine the tangible results that would indicate satisfactory progress or achievement of goals
- Measure results and (re-)allocate resources. Revisit process and make adjustments as required
Notes
- Commitment and buy-in from the company is key to the success of the implementation process
- Schedule should be constructed with the employees who are going to “own” the project
- Each recommendation will require its own implementation plan
- The final strategy must be disaggregated into a set of recommendations each of which need to be addressed together in one implementation plan
Strengths
- Ensures a structured approach to implementation
- Ensures that complex strategies are broken down into tangible steps