From Strategy to Action: How to Write a Strategic Plan (Strategy Series 4/4)

January 6, 2026 Regina Zafonte

From Strategy to Action: How to Write a Strategic Plan (Strategy Series 4/4)

We’ve explored what strategy is, how to think strategically, and how to make time for it. Now comes the most critical part — turning insights into reality. A strategic plan is your roadmap for your vision; it’s where bold ideas meet disciplined execution. Without it, even the best strategy remains a wish.

Why Strategic Planning Matters

Strategic planning is not a corporate ritual or a PowerPoint exercise. It’s a process of alignment — connecting purpose, priorities, and people so everyone pulls in the same direction. Think of it as the leadership equivalent of going from “Why” to “What” to “How.”

· Why clarifies your purpose and vision.

· What defines your focus areas and success metrics.

· How outlines the actions, timelines, and resources needed to get there.

As Peter Drucker once said, “Plans are only good intentions unless they immediately degenerate into hard work.” Strategic planning is that hard work – and it’s worth doing well because it’s where real leaders shine.

Let’s explore an 8-step process:

Step 1: Start with Purpose and Vision

Every effective plan begins with a purpose that gives meaning; the why that inspires action. For example, a Chief Human Resources Officer (CHRO) might define their purpose as:

· “To enable the organization to attract, develop, and retain exceptional talent that drives sustainable growth, innovation, and belonging.” That purpose connects business performance with human potential.

Next comes the vision — a vivid picture of success in three years:

· “A high-performing, values-driven culture where people thrive, leaders grow, and the business excels.”

When purpose and vision are compelling, they anchor every subsequent decision.

Step 2: Assess Where You Are.

Before deciding where to go, leaders must confront the current reality. Use a SWOT (Strengths, Weaknesses, Opportunities, Threats) or SOAR (Strengths, Opportunities, Aspirations, Results) analysis to anchor the conversation. For our CHRO example:

· Strength: Strong employer brand in key markets

· Weakness: Inconsistent manager capability across regions

· Opportunity: Use AI for predictive talent insights

· Threat: Tight labor market for niche skills

This simple assessment builds credibility, exposes blind spots, and aligns the team around the real starting point.

Step 3: Define Strategic Priorities.

Strategy is about focus, not everything. Choose three to five priorities that will most advance your vision. For a CHRO, these might be:

· Build a future-ready workforce

· Elevate the employee experience

· Strengthen culture and belonging

· Modernize HR systems and analytics

· Strengthen HR partnership and credibility

Each priority represents a chapter in HR’s evolution — from a support function to a strategic driver of organizational success and a true force multiplier for the business.

Step 4: Set Goals for Two Horizons.

Great leaders think in dual horizons, balancing near-term execution with long-term transformation. Example:

· Focus for 1-year execution plan: Build foundation. Example: Launch leadership programs, integrate HR data, establish belonging index

· Focus for 3-year strategic roadmap: Achieve transformation. Example 80% of key roles filled internally, engagement +8 pts, HR recognized as a strategic partner

This dual approach ensures quick wins while keeping an eye on the long horizon — a practice that separates operators from true strategists. If your strategy can be achieved in less than three years, it may not be ambitious enough to be truly transformative. The most meaningful strategies stretch your organization’s capacity — requiring time, focus, and sustained commitment. A strong plan typically aims for significant headway in the first year (around 50%), not slow, even progress. Momentum builds confidence; inertia erodes it. If the first year ends without meaningful traction, it’s worth re-evaluating — either double down and renew effort or refine the goal entirely. Strategy is only as powerful as the discipline and intensity behind it.

Step 5: Create Measurable Goals & Initiatives.

Once you’ve defined your strategic priorities, it’s time to translate each one into concrete goals that move the organization forward. A great plan doesn’t just list ambitions—it names the specific results you’re working toward, how you’ll get there, how success will be measured, and who will make it happen.

For each priority, define:

· Objective: What success looks like

· Initiatives (3-5): How you’ll get there; the levers you’ll pull

· Metrics: How you’ll measure progress; both leading and lagging indicators

· Ownership: Who’s accountable, and who are named collaborators

· Timeline: Q1-Q4 gates; annual checkpoint.

For example, under Elevate the Employee Experience, the objective might be to build a cohesive, inclusive, and engaging employee journey. The initiatives could include redesigning onboarding and performance systems and launching quarterly pulse surveys to capture feedback. Metrics such as onboarding satisfaction above 90% and engagement scores increasing by 8 points make progress tangible.

When metrics connect to meaning, people rally behind them – because they can see, feel, and measure their impact. A good strategic plan pairs clarity with intensity. Each initiative should stretch the organization just beyond its comfort zone — enough to build capability and confidence. The work should feel both achievable and catalytic, driving visible transformation, not incremental change.

Step 6: Align People and Resources

Even the best strategy will falter without alignment. Assign ownership for every initiative, clarify resources, and surface potential barriers early. The CHRO might partner with Finance on workforce planning, Technology on HR data systems, and Communications on storytelling and change management.

Strategic plans succeed when everyone sees themselves in the story — when it’s clear who’s driving, who’s supporting, and how success will be shared.

Step 7: Build Reflection and Adaptation into the Process

A strong plan isn’t static; it evolves. Conduct quarterly reviews to check progress and annual refreshes to recalibrate direction. Ask:

· What’s working and what’s not?

· What’s changed in our business environment?

· What must we start, stop, or continue?

As Intel’s Andy Grove said, “Bad companies are destroyed by crisis, good companies survive them, great companies are improved by them.” Strategic plans that breathe — learning and adapting — are the ones that endure.

Step 8: Tell the Strategic Story

Once your plan is written, don’t shelve it — share it. Leaders who communicate strategy clearly build alignment, trust, and momentum.

Your plan should read like a story:

· Here’s where we are.

· Here’s where we’re going.

· Here’s what success will look like when we get there — together.

For our CHRO, that narrative might sound like this: Our people strategy is our business strategy. We’re investing in leadership, inclusion, and technology to ensure our workforce is ready for today and resilient for tomorrow.

Strategy without execution is hope; execution without intensity is motion. The best leaders drive both — clarity of purpose and urgency of action.

Quote of the Day. “A goal without a plan is just a wish.” – Antoine de Saint-Exupéry

Reflection Question. What’s one strategic priority you could clarify today — and what small step would make it real within the next 90 days? Comment and share below; we’d love to hear from you.

As a Leadership Coach, I partner with executives to translate vision into strategy and strategy into results. Contact me if you would like to connect.

Effective Written Communication: Getting Read, Understood, and Acted On (Executive Comms Series 9/9)

December 17, 2025 Regina Zafonte

At the executive level, your words compete with hundreds of emails, slack threads, and reports each day. The hard truth is that if your written communication isn’t clear, concise, and purposeful, it won’t be read - let alone acted on.

Strong written communication is not about writing more; it’s about making every word work harder. Leaders who excel at it get their updates noticed, their recommendations considered, and their influence extended well beyond the room.

Principles of Effective Written Communication

1. Lead With the Headline. Don’t bury the lead. Start with your main point or recommendation, then provide supporting detail. For example:

Weak: “We’ve been exploring options for several weeks, and after reviewing multiple vendors, considering cost, and weighing implementation…”
Strong: “We recommend Vendor X for onboarding — it’s fastest to implement, cost-effective, and reduces churn risk. Here’s why.”

Your audience shouldn’t have to dig for your point.

2. Keep It Smart and Brief. As Jim VandeHei et al explain in their book Smart Brevity, attention is today’s scarcest resource - and clarity wins. Their approach, developed at Axios after years of watching leaders drown in bloated emails and endless decks is built on one principle: say less, but make it matter more. Use bullet points, subheads, and bold labels so people can scan in seconds. Busy executives do not want three pages of context; they want the headline, the “so what,” and the next step — all in under 30 seconds.

3. Provide Structure. Written updates are easier to follow when information is chunked. Use labels (e.g., Goal, Outcome, Next Steps) so readers know exactly what they’re looking at. A sample structure for an executive update might include:

Goal
Outcome
Resource Needs / Investment Priorities
Risks & Assumptions
Decision Points
Next Steps

When people can map where they are in your message, they can process faster.

4. Balance Data With Story. Numbers create credibility, but stories make them memorable. Instead of writing: “Engagement increased 12%,” add: “…which means 800 more employees are actively using the new platform every week.” This makes your data relatable and sticky.

5. Always Clarify the Ask. Every written communication should answer: What do you need from me? A decision? Endorsement? Awareness only? Close with a clear ask to avoid ambiguity.

Example: Before and After

Before (messy): “So, we’ve been kicking around some thoughts on the new product launch. A few teams weighed in, and overall the pilot seemed fine, though there were some hiccups we’re still sorting out. The big question is whether we should scale, but of course, there are concerns around budget and bandwidth, so we’re still figuring out the best path.”

After (clear): The pilot launch delivered strong results — 92% customer satisfaction and a 15% increase in upsell. My recommendation is to proceed with scaling the launch. To do so, we’d need an additional $1.2M in resources. I’d welcome your perspective on this approach and look forward to discussing it at the board meeting.

Written communication at the executive level is a leadership tool. When you lead with the headline, write with brevity, provide structure, blend data with story, and clarify the ask, you make it easy for others to engage with your message. In a world where attention is scarce, clarity is influence.

Reflection Question: How often do your emails and written updates get acted on the first time — and what would change if they were clearer and more concise? Comment and share below; we’d love to hear from you!

Quote of the Day: “The most valuable of all talents is that of never using two words when one will do.” – Thomas Jefferson

As a leadership development and executive coach, I work with leaders to sharpen their executive communication skills. Contact me to explore this topic further.

Redefining Success: Crafting a Life on Your Own Terms (Leadership Brand Series 4/6)

February 4, 2025 Regina Zafonte

Success is a word that often evokes images of wealth, recognition, and social status—ideas we’ve absorbed over the years from society, media, and education. But while these definitions are pervasive, they can also be restrictive, confining us to a narrow view of what it means to live a fulfilling life. When we look deeper, success becomes something far more personal and multifaceted. Real success lies in achieving goals that resonate with our core values and in building a life aligned with our unique aspirations.

Moving from an "Outside-In" to an "Inside-Out" Definition of Success

Many of us adopt an “outside-in” definition of success early on, focusing on what society deems valuable—status, money, admiration. This can lead us to pursue goals that fulfill others’ expectations rather than our desires. When we define success for ourselves, we create an “inside-out” perspective based on our values, passions, and aspirations.

Here are some steps to help you explore your unique definition of success:

1. Reflect on Your Core Values. The first article in this series covers this topic. Start by identifying your core values. Is integrity, kindness, creativity, or growth important to you? When success aligns with these values, it brings lasting fulfillment. For instance, if your core value is growth, success might involve learning and self-improvement rather than reaching a specific career title.

2. Think About the Impact You Want to Make. Success isn’t only about what you gain but what you give. Consider the impact you’d like to make in your community, industry, or family. Impact does not have to mean major world changes—it could be as simple as supporting others, raising a loving family, or fostering a positive work environment.

3. Imagine the Lifestyle You Envision. Envision the lifestyle that would make you feel successful. Would it involve travel, a slower pace, or a high-energy, entrepreneurial drive? Success can be about having time for hobbies, enjoying meaningful relationships, or maintaining a healthy balance between work and personal life.

4. Explore Both Personal and Professional Goals. It’s important to view success holistically, incorporating personal and professional aspirations. While your career might bring professional success, a fulfilling personal life is equally valuable. Tennis star Roger Federer, for example, balanced a high-achieving athletic career with being a committed husband and father, showing that success encompasses multiple facets of life.

5. Embrace Daily Progress Over Perfection. Darren Hardy’s perspective on success as “rent that’s due every day” reminds us that success is not a static end goal. It’s a continuous process of growth and improvement. Success is not about flawless achievement but relatively steady, meaningful progress towards what matters most to you.

A New, Sustainable Model for Success can incorporate these 3 elements:

Well-Being: True success includes physical and mental health. If achieving your goals means neglecting your health, it’s unlikely to feel fulfilling in the long run.
Wisdom and Wonder: Success is also about lifelong learning and a sense of curiosity. When you appreciate life’s small moments, you create joy in the journey itself.
Contribution: Meaningful success involves making a positive impact. Whether it’s helping others in your community or contributing positively to your work environment, contribution adds a layer of purpose to your achievements.

Success and Happiness: The Connection

The relationship between success and happiness is often misunderstood. Some view success as a pathway to happiness, while others find it in the process. Adam Grant’s research suggests that when we prioritize internal goals, like personal growth, kindness, and health, we experience greater happiness and well-being than when we focus on external rewards like fame or wealth. In other words, happiness and success are closely linked when we define success in a way that aligns with our values.

Success isn’t solely about accomplishments; it’s also about the quality of the journey. Finding happiness in everyday progress, connecting with others, and pursuing work that resonates with us creates a richer, more fulfilling version of success. As Phil Jackson wisely noted, “You’re only successful at the moment when you perform a successful act.”

Success is not a single, universal measure. It’s a highly personal journey, one that should be aligned with your own values, passions, and goals. Real success is about crafting a life that resonates deeply with who you are and what you care about. Define it for yourself, live it each day, and find fulfillment in the journey—not just the destination.

Reflection Question: What does success mean to you today, and how can you begin to live by that definition more fully? Comment and share below; we’d love to hear from you!

Quote: "Success is not the key to happiness. Happiness is the key to success. If you love what you are doing, you will be successful." — Albert Schweitzer

As a leadership development and executive coach, I work with leaders to develop their leadership brand and define success, contact me to explore this topic further.

The next blog in this series, 5/6, will focus on defining your leadership style.