$Account.OrganizationName
The Leadership Advisor
"Helping Leaders Develop Leaders"
July 2006
Our Way of Planning
Sign Up
Happenings ...
Nate

“Good fortune is what happens when opportunity meets with planning.” ~ Thomas Edison

“He who fails to plan, plans to fail.”

“Unless commitment is made, there are only promises and hopes; but no plans.” ~ Peter F. Drucker

“To accomplish great things, we must not only act, but also dream; not only plan, but also believe.”

Purpose Driven Performance begins with the development or refinement of the overall purpose, vision and mission of the organization. These high level statements provide the long- term direction and are linked to strategies, goals and tasks, which create individual and team accountability necessary for organizational accomplishment.

Focus & Integration Drives Results

During my years as a banking executive, I had the opportunity (or misfortune) to participate in many strategic planning sessions. In those experiences, I often noticed that as an organization we were either very tactically focused or much too concerned with the overall direction of the organization. As a consultant, I wanted to develop and then deploy a planning process that would marry overall organizational direction with strategic and tactical strength. The result was the creation of Purpose Driven Performance.

This planning process is built on my (frustrating) experience and the principles in the book Built To Last by Jim Collins and Jerry Porras. Purpose Driven Performance helps an organization create and articulate its overall direction through three high-level statements; purpose, vision and mission.

These three statements and the process of arriving at them, provide the borders that an organization plans to operate within. These three high-level statements are then combined with strategic, goal, and tactical objectives. Each of these operational level components supports the high level statements and provide the operating direction of the organization. Combined into a coherent plan the components of Purpose Driven Performance build the direction and leadership agenda for the organization.

The secondary benefit of using Purpose Driven Performance is the teamwork developed during the plan creation process. We build the plan in a facilitated session with a cross section of the organization participating. This type of planning engagement allows people at various levels of the organization to participate, debate, and take ownership of the resulting plan. Building a plan in this way builds the teamwork necessary to execute on the plan.

The power of Purpose Driven Performance is in the focus it creates and the integration it drives in the leadership team and throughout the entire organization. Briefly the components the process are:
  • The purpose statement delineates why the organization exists and what values it holds.
  • Vision is an emphatic statement of the organization’s future condition years into the future. It articulates what the organization will eventually become.
  • Mission describes what it will take and how the organization will achieve its vision.
  • Strategies are the organization- wide objectives driving the organization over the next twelve to sixty months. They prescribe what will be necessary for the organization to achieve its mission.
  • Goals are the team objectives under each strategy that describe how each strategy will be achieved.
  • Tasks are the assignments given to individuals, with time frames that drive goal achievement.

Like all of our organizational development models, Purpose Driven Performance is simple and powerful in that it provides focus and integration to drive results.

What others say about Purpose Driven Performance:
 “I’ve been through many strategic planning sessions in the past 30 years, and this is the best one, bar-none! The end product will be something we use immediately rather than sit on a shelf.” ~ IHA Executive Director, Steve Millard
Phil
Phil Eastman ll, partner and president of Leadership Advisors Group, has completed a change management certification program using Prosci's research-based change management methodology and toolkit. Phil took his own change project to the 3-day course, worked on the project, presented it to a "review panel," and then hit the ground running after returning to Boise. He has introduced and implemented this Leading Change methodology to several clients in the Treasure Valley.

Prosci has the #1 change management book on Amazon, Change Management - the people side of change. Built into the process are scalable and flexible components for customizing activities to the specific organizational changes.

Phil has adopted and adapted this proven methodology in his consulting and coaching practice. Leadership Advisors Group, an organizational development and team building consulting firm, was founded by Phil Eastman in October 1998.

For more information about Leading Change or Leadership Advisors Group, visit: www.leadershipadvisors.com

Phil Eastman, a partner in the Boise-based consulting firm, Leadership Advisors Group, helps clients enhance their leadership effectiveness. He combines more than 20 years of leadership experience with his passion for consulting, coaching and teaching to help people grow personally, build teams, and improve performance.
You are receiving this email from Leadership Advisors Group because you are a valued client, have requested information regarding our services, or you are part of a highly respected organization. To ensure that you continue to receive emails from us, please add phil@leadershipadvisors.com to your address book.

“Let our advance worrying become (your) advance thinking and planning.” ~ Winston Churchill

Planning Ahead,
Phil Eastman & Lorene Rasmussen
Leadership Advisors Group

phone: (208) 344-0471
Email Marketing by