The second step in implementing your strategic
plan is to get people involved as you communicate. Get workgroups and/or
individuals involved so they actually do something with the strategic plan. In
many organizations getting people involved in doing something with the plan
means there is a performance plan. Creating the individual or team performance
plan is a matter of asking, “Given that these are the goals of the organization,
how does my job fit into these goals? How do I make a difference? How do I help
the company reach toward achieving the goals set out in the strategic plan?”

Communication of the content and the intention of the plan should be
linked with involvement in implementing the plan within the organization so
that, whether I am the CEO or the janitor, I understand clearly how my
contribution helps us meet the goals and implement the strategic plan.

The third step in successfully
implementing your strategic plan is to keep it before the people.  Many
companies create a beautiful strategic plan. It is glossy and colorful. People
look at it and say, “Hey, that is nice,” put it away, and no one ever looks at
it again.  It is critical that the leaders in your organization carry the
strategic plan with them in a printed document. They should bring out a copy of
the plan and say, “This is how what we are doing fits our strategic plan.”  All
reporting on performance goals should refer back to the plan. “This action
supports our strategic goal of people management.”  “This activity supports our
strategic goal of production.”  The point is that people clearly and repeatedly
see the link to the strategic plan.

If you are working with your
personal strategic plan it is even more important that you keep it before you
because it is so easy to become distracted and get off track if you do not have
a performance plan or an accountability partner.  In fact, I would encourage
everyone working with a personal strategic plan to find an accountability
partner.