Strategic Transformation System (STS)

Xaxax Analytics, LLC, 2131 West Republic Road, PMB 183, Springfield, MO 65807-0183www.xaxax.org

Identifies emerging “next after next” opportunitiesAligns resources to capture those opportunitiesNot the business model or operations planDoes not deal with today’s issuesLooks across the planning horizon 3 to 7 years

Business to VisionVision to MissionMission to Strategic PlanStrategic Plan to ObjectivesObjectives to Performance MeasuresPerformance Measures to Resources

Success is tracked through Quarterly

Performance Reviews

Mutual Assessment

Vision and Mission

Environmental Scan

Survey and SWOT Analysis

Gap-Closing Strategy

Strategic Plan Roll-out

Employee Buy-in

Quarterly Performance Review

Sustainment and Evolution

Business of the Business

Even the most detailed strategic plans oftenhave misalignments and disconnects among

Strategy

Objectives &Performance

Measures

Resources

Operations

Strategy Objectives &

Performance Measures

Resources Operations

Resolves, reconciles, and realigns

Review the legacy strategy and its relationship to:• Vision• Mission• Organizational structure• Operational plans• Key business processes• Resource allocation• Work plan objectives• Skills• Performance appraisal objectives

Briefleadership

On findings.Make

GO/NO GOdecision.

If GO, establish leadership

commitment and

resources.

MutualAssessment

Leadershipintroduces

XaxaxAnalytics (XA)

consultantsand affirmsfull support

for theprocess.

XA principalbriefs client leadership,

senior management, and staff regarding the

Strategic Transformation

System.

XAXAX consultants mustfully understand

the“AS IS”

position of theorganization

and therationale.

“VISION”Presentation& Discussion

“MISSION”Presentation& Discussion

“To be” – the WHAT statement that

clearly establishes the objective state we will achieve in X (three – seven) year

planninghorizon.

Generates questions leading to the

Mission Statement, not answers.

Achieving the Vision – the HOW of closing the gap between the

“to be” Vision

and the “as is”

legacy strategy. With management, develop

environmental scan and SWOT survey

methodology.

ECONOMIC POLITICAL

TECHNOLOGICAL

STATUTORY

SOCIAL/CULTURAL

DEMOGRAPHIC

ASSESSINDUSTRY

IMPACT

DEGREE OF COMPETITIVE

PRESSURE

CUSTOMERBARGAINING

POWER

SUPPLIERBARGAINING

POWER

THREATOF NEW

ENTRANTS

THREAT OFSUBSTITUTEPRODUCTS

INDUSTRYRIVALRY

Conduct and Review SWOT Survey

and MakeRecommendations

Brief environmental scan and SWOT survey

findings. Facilitate client ranking of results. Develop

SWOT matrix.Management assigns

working teams.

Complete XA scan -Compare/CombineWith Client Scan

SWOT- basedGap

Analysis

Gap - ClosingStrategy

Components

PRESENT DRAFT: • Goals• Objectives• Performance measures• Timelines• Responsible business units

AssemblePreliminary

Strategic Plan

Roll- OutPreliminary

Strategic Plan to

LeadershipDISCUSS:

• Restructuring• Key business processes• Resource allocation• Work plans • Skills training• Performance appraisals

PRESENT DRAFT:• Goals• Objectives• Performance measures• Timelines

Client leadership introduces the approved strategic plan.XA principal briefs the approved:

• Goals• Objectives• Performance measures• Timelines• Responsible business units

Question and answer session.Chain-Teaching to disseminate.

FinalizeLeadership

Strategic Plan

Strategic PlanCoaching for

Managers/Staff

Business unitmanagers brief “state of play” to leadership and senior managers: • Goals• Objectives• Performance measures• TimelinesConvey issues, successes, barriers, and challenges to leadership and management.

Documents issues, successes, and leader

guidance. Review generates taskings to

management and staff. It reveals systemic

and individual problems and

develops solutions lessons learned.

Results to be briefed in the subsequent

Quarterly Performance Review.

Post-QPR Analysis

Leadership and management continue the process. Further XA consulting work

contingent upon agreement with

leadership. Subsequent XA work

could include executive coaching, business process

redesign, personnel appraisal objective

design, or other implementing work.