Core 4 Competencies

Planning

We have developed a unique approach that incorporates the tenets of sound planning grounded in practical
experience.   Our expertise in the design and facilitation of strategic, operational and scenario planning
results in specific, measurable, and outcome-oriented strategies, goals and action plans designed for the greatest impact on long-term success.

Continually improving upon our own processes and methodology, we help clients interpret trends in their industries, financial successes and setbacks, effectiveness of the infrastructure and culture, commitment and satisfaction of stakeholders, and other external and internal environmental factors that can support or
hinder growth.

In our work with privately-held for-profit companies, we make sure our clients take a market and customer driven approach to planning that goes beyond their own personal assumptions about the marketplace.  Our experience also includes family owned companies, which have their own unique dynamics.

For our non-profit clients, we ensure our clients stay mission driven to meet the requirements of funders while delivering quality and impactful services to their constituents.  In a time of constantly changing regulatory demands and funding cuts, we encourage leadership teams to develop critical and pro-active responses.

We also incorporate our proven planning methods when working with community-based groups, associations, and coalitions, bringing diverse perspectives together to work for a common good. Much of the work done in community planning requires a collaborative and engaged coalition of public and private organizations, outreach groups, and individuals who are dedicated to building better, stronger communities. Long-term efforts and systemic change can only be realized through a cooperative approach and the readily sharing information and resources (as they can) to meet their collective needs.

Board Development

Board members are driven by a passion for the organization but do not always understand the true role of
the board.  Our engagements have included board member training, committee structure design and
implementation, and consulting in board-staff relationships.

More often than not, our work has resulted in the board re-assessing the necessary skills required for that
particular organization, re-evaluation of board member requirements, and a stronger recruitment and
orientation process.

Leadership Development

Succession planning is not just limited to CEOs and Executive Directors.  We use the organization’s
mission, values, and goals as the foundation upon which to identify and develop the critical skills and
behaviors necessary for the success of the organization into the future.

Our focus on leadership development has assisted organizations in strengthening the infrastructure as
leaders work together to develop the skills necessary to move their unique organizations forward. Designed
in building block components, our techniques help leadership teams improve their skills in managing and
developing employees, increase customer satisfaction, and establish more efficient processes throughout
the organization.

Planning Plus has developed a leadership development series that focuses on six core competencies of
successful leaders. Designed for a small group of professionals from various organizations, these sessions
not only result in critical learning but allow opportunities for participants to develop relationships to share
ideas, challenges, and solutions. Leadership “at the top” may also need one-on-one coaching and
mentoring, and we often provide that assistance. 

HR Infrastructure

We propose that building a strong organizational culture begins with a strong human resource
infrastructure. Ensuring the organization is designed for effectiveness, employees are clear on
expectations and standards of performance, and policies and practices that result in employee engagement
are critical outcomes of a focused HR infrastructure plan.

Our services in this arena include conducting an initial human resource audit to identify needs and then
assisting in building the key components of an employee committed culture, such as organizational design,
employee handbooks, performance based management systems, and internal communication and
feedback loops.