transformation of a business plan to an action plan

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Business transformation guide: Strategy, process, and examples

I’m probably giving away my age here, but do you remember the video cassette? My parents taught me how to use our video player when I was 2 years old. This meant that I could toddle downstairs at 6 a.m. and pick out my favorite video ( Dumbo ) unaided, giving them an extra hour of sleep. Smart parenting!

Business Transformation Guide: Strategy, Process, And Examples

Never heard of a video cassette? Well, you don’t need to be that old to have never had one in your house. Technology and products are evolving faster than ever, and so are the businesses that make them. In fact, businesses today need to transform to survive.

In this guide, we’ll cover everything you need to know about business transformation, including its definition, goals, and objectives. We’ll also share tips to make your business transformation successful, including using a roadmap, developing a communication plan, managing risk, defining success metrics, and more.

What is business transformation?

Business transformation refers to the process of fundamentally changing the way a company operates to achieve a new level of growth, efficiency, and competitiveness. It usually involves making significant changes to an organization’s processes, culture, and technology to improve its performance, adapt to new market trends, and capitalize on emerging opportunities.

Businesses can achieve a competitive advantage by creating a more agile, innovative, and customer-centric organization. Business transformation can help organizations reduce costs, improve efficiency, enhance the customer experience, and drive revenue growth.

Business transformation examples

Before embarking on a business transformation journey, it’s essential to define the goals and objectives that the organization aims to achieve. These goals should align with the company’s overall mission , vision , and strategy .

If you’ve never heard of a video cassette, you may not have heard of Blockbuster. Back in the day, Blockbuster was a chain of stores where you could go to rent a movie. Yes, go — as in physically visit the shop.

Going to Blockbuster was such a treat! With stacks of shelves containing movie after movie, you could choose one and watch it all weekend. However, if you returned your video late, you’d be hit with a hefty fine.

With the advent of the internet, the movie rental industry faced serious disruption due to the emergence of streaming platforms. Along came Netflix, and Blockbuster’s business model was suddenly antiquated. It did not adapt and, as a result, Blockbuster is resigned to the history books.

On the other hand, Microsoft demonstrates what is possible with a business transformation. There was a time when people questioned Microsoft’s future. However, under CEO Satya Nadella’s leadership, the longtime tech giant shifted from a product-focused company to a cloud-first, mobile-first one. By transforming its business model, culture, and technology to focus on cloud-based services such as Azure, Office 365, and Dynamics 365, Microsoft managed to increase its revenue from cloud services and become a leading player in the cloud market.

Some common goals of business transformation include improving operational efficiency, enhancing the customer experience, entering new markets, launching new products or services, and reducing costs. For Microsoft, it was all of these things and more.

transformation of a business plan to an action plan

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Developing your business transformation strategy

Identifying the areas of the business that require transformation is critical to the success of the initiative.

First, you need to start with your goal. Referencing our example from the previous section, Microsoft needed to pivot most of its product offerings and revive the culture of the firm to support this new direction.

Next, conduct a comprehensive assessment of the organization’s strengths, weaknesses, opportunities, and threats (SWOT) to see how they align with the goals of the transformation. Some common areas that may need transformation include the organization’s culture, processes, technology, customer experience, product or service offerings, and talent management.

Conducting a business transformation, particularly on a scale similar to that of Microsoft’s transformation, is a daunting task. It is an entire system overhaul, whether it is in a few areas of the business or many. The goals are often lofty and transformative — they need to be to help the business stay competitive, relevant and serve their customer needs as their needs evolve.

To guide this transformation, you need to balance the need to inspire and lead vast and complex change with the need to manage potential risks and unforeseen consequences. Due to complexity of the endeavor, it will be impossible to predict everything that may happen.

What are the 8 phases of business transformation?

Every business transformation process will vary depending on these risks, as well as the unique goals, needs, and deficiencies of the organization and its business units. However, these eight phases are a good place to start:

Define success metrics
Build a transformation roadmap
Build a cross-functional team
Develop a clear communication plan
Identify and manage risks
Leverage technology and data
Continuously monitor progress and making adjustments
Manage change and resistance

1. Define success metrics

What does success look like? Articulating this in a measurable way allows you to be more specific when it comes to monitoring progress.

Identify key performance indicators (KPIs) that are aligned with the transformation goals and objectives. KPIs can include metrics such as revenue growth, or cost reductions.

2. Build a transformation roadmap

When conducting business transformation activities, the vision of the future differs greatly from the current state of the company. It can be hard for people to understand how they are to arrive at point B. That’s where a roadmap comes in.

A business transformation roadmap helps communicate the steps required to achieve your transformation goals and objectives. This document may include rough timelines, milestones, and key deliverables.

The roadmap could also be accompanied with other documents that identify the resources required for the initiative, such as budget, personnel, and technology.

3. Build a cross-functional team

One of the most crucial aspects of a successful business transformation is building a cross-functional team . Because a business transformation impacts so many areas of the business, it requires a wide range skill sets to design and implement the new ways of working.

The team should consist of individuals from various departments within the organization who can provide diverse perspectives and skillsets. It’s important to recruit individuals who are not only experts in their respective fields but also possess strong communication and collaboration skills. They should be able to work together toward a common goal and willing to learn and adapt to new ideas and approaches.

4. Develop a clear communication plan

Research has shown that effective communication is critical to the success of any transformation initiative.

Change can be both exciting and unsettling. You should develop a clear communication plan that outlines the key messages, stakeholders, channels, and frequency of communication. The communication plan should also include a feedback mechanism to gather input and address any concerns or issues.

5. Identify and manage risks

Business transformation initiatives are often associated with significant risks, such as cost overruns, delays, and resistance to change.

Identify and manage these risks by conducting a comprehensive risk assessment, developing risk mitigation strategies, and monitoring risks throughout the transformation process.

6. Leverage technology and data

Technology and data are essential components of a successful business transformation. You need to embrace new technologies and tools to streamline their operations, improve efficiency and enhance their customer experience.

Data analytics plays a critical role in providing valuable insights into customer behavior, market trends, and internal processes. It’s essential to have a robust technology infrastructure that supports data-driven decision-making and enables automation of routine tasks.

7. Continuously monitor progress and make adjustments

Business transformation is an ongoing process that requires continuous monitoring and evaluation. This is where the key performance indicators (KPIs) established at the start to measure the success of the transformation journey come into play.

It’s essential to have a feedback mechanism in place to gather insights from employees, customers, and stakeholders. Based on the feedback and KPIs, make adjustments to ensure that the transformation journey stays on track and achieves the desired outcomes.

8. Manage change and resistance

Change can be challenging, and resistance to change is a common hurdle when embarking on a business transformation journey. It’s essential to have a change management plan in place that addresses the concerns of employees and stakeholders.

As we’ve discussed, communication is key, and leaders must ensure that employees are aware of the changes, the reasons for the changes, and how they will be affected. It’s also crucial to involve employees in the transformation process and provide training and support to help them adapt to new processes and technologies.

Business transformation is a complex and challenging process that requires careful planning, execution, and monitoring. Your ability to build a cross-functional team, leverage technology and data, manage change and resistance, and continuously monitor progress determine the success of a business transformation journey.

By embracing these factors and investing in a holistic transformation approach, you can help your company unlock new opportunities, increase efficiency, and stay competitive in today’s ever-changing business landscape. Be the next Microsoft, not the next Blockbuster.

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What is an Action Plan & How to Write One [With Examples]

By Danesh Ramuthi , Oct 26, 2023

An action plan is a meticulously structured strategy that pinpoints specific steps, tasks and resources vital to turning a goal into reality. It is extremely useful in any project management.

Crafting an action plan is like plotting a route for a cross-country journey. It’s the strategic map that outlines every step, decision and pitstop needed to reach your ultimate destination.

With a well-thought-out action plan, you’re not just shooting in the dark; you’re making informed, purposeful strides towards your goals. Dive deep with our guide and witness real-world examples that will inspire and guide you.

Need a tool to kickstart your planning? Try out the Venngage business plan maker and explore their extensive collection of action plan templates .

Click to jump ahead:

What is the purpose of an action plan?

When to develop an action plan, 7 components of a actions plan, 15 action plan examples.

How to Write an action plan?

Final thoughts

An action plan serves as a strategic tool designed to outline specific steps, tasks and goals necessary to achieve a particular objective.

Its primary purpose is to provide a clear roadmap and direction for individuals, teams or organizations to follow in order to efficiently and effectively accomplish their goals.

Action plans break down complex projects into manageable, actionable components, making it easier to track progress and stay on course.

Moreover, action plans play a crucial role in fostering accountability and coordination among team members. By assigning responsibilities and deadlines for each task or milestone, they ensure that everyone involved is aware of their roles and the overall timeline, reducing confusion and enhancing teamwork.

Additionally, action plans help in resource allocation, budgeting and risk management by enabling stakeholders to identify potential challenges and plan for contingencies.

Overall, the purpose of an action plan is to transform abstract goals into concrete actions, making them more achievable and measurable while ensuring that the resources and efforts are aligned with the desired outcomes.

Developing an action plan is crucial when you’re looking to achieve a specific goal or outcome. Here are instances when you should consider developing an action plan:

Start of an organization : Ideally, an action plan should be developed within the first six months to one year of the start of an organization. This initial plan lays the groundwork for the future direction and growth of the entity.
Project initiation : At the start of any project, an action plan helps to clearly define the tasks, responsibilities, and timelines.
Goal setting : Whenever you or your organization sets a new goal. Action plans transform these goals from abstract ideas into concrete steps.
Strategic planning : For long-term visions and missions, action plans break down the journey into manageable pieces, each with its timeline and responsible parties.
Performance improvement : If there are areas where performance is lacking, whether it’s personal or organizational, an action plan can outline the steps needed to elevate performance.

An action plan is a detailed outline that breaks down the steps necessary to achieve a specific goal. Here are the typical components of an action plan.

1. Objective or Goal

The cornerstone of your action plan is the objective or goal. This should be a clear and concise statement outlining the desired outcome or result. Having a well-defined objective provides a direction and purpose to the entire plan, ensuring all tasks and actions are aligned towards achieving this singular aim.

2. Tasks or Actions

Once the objective is set, the next step is to list down the specific tasks or actions required to achieve this goal. These tasks should be broken down into detailed steps, ensuring no essential activity is overlooked. The granularity of these tasks can vary based on the complexity of the goal.

3. Set deadline

For each task or action, set a realistic and achievable deadline. This timeline ensures that the plan stays on track and that momentum is maintained throughout the execution. It also allows for monitoring progress and identifying potential delays early.

4. Resources needed to complete the project

It’s crucial to recognize and list the resources you’ll need to complete the tasks. This can encompass financial resources, human resources, equipment, technological tools or any other assets. Identifying these early ensures that there are no bottlenecks during execution due to a lack of necessary resources.

5. Person responsible

Assign a person or a team for each task. This designation ensures accountability and clarity. When individuals are aware of their responsibilities, it reduces overlap, confusion and ensures that every task has someone overseeing its completion.

6. Potential barriers or challenges

Every plan will face challenges. By anticipating potential barriers or obstacles, you can be better prepared to address them. This proactive approach ensures smoother execution and less reactionary problem-solving.

7. Measurement of key performance indicators (KPIs)

Determine how you’ll measure the success of each task or the plan overall. KPIs are tangible metrics that allow you to gauge progress and determine whether you’re moving closer to your goals and objectives. They offer a quantifiable means to evaluate success.

Action plans serve as blueprints, guiding the steps and resources needed to achieve a specific goal.

They come in various formats, tailored to different scenarios and objectives. Here, we present a range of action plan examples that cater to diverse purposes and situations.

From business strategies to simple task lists, these examples illustrate the versatility and importance of well-structured planning.

Business action plan example

A business action plan is essentially a strategy roadmap, meticulously tailored for realizing broader business objectives. By crafting a solid action plan, businesses can channel their resources, manpower and strategies in a direction that harmonizes with their larger vision.

Key to this plan is the identification and alignment of steps that resonate with the company’s comprehensive strategy, ambitions of growth and aspirations for operational enhancements.

While this might entail a myriad of specific steps based on unique business goals, some common elements include setting clear key performance indicators (KPIs), undertaking a thorough SWOT (Strengths, Weaknesses, Opportunities, Threats) analysis to grasp the current business landscape and establishing a timeline to keep track of progress.

Furthermore, allocating responsibilities to team members or individuals ensures that every aspect of the strategy has a dedicated focus. Budgeting, essential to the success of the action plan, ensures that every initiative is financially viable and sustainable.

Regular reviews and iterations based on feedback and changing market dynamics keep the action plan agile and relevant.

Related: 5 Steps to Create an Actionable Employee Development Plan [with Templates & Examples]

Company action plan example

A comprehensive company action plan serves as the strategic linchpin, ensuring a coherent and coordinated approach to realizing organizational goals. Central to this plan is the incorporation of rigorous market research and analysis, which provides insights into consumer behaviors, market trends and potential opportunities.

Equally vital is the focus on product development and procurement, ensuring that the offerings align with market demands and stand out in terms of quality and relevance.

Alongside, adept legal and financial management safeguards the company’s interests, ensuring compliance with regulations and prudent fiscal oversight.

Simple Green And Orange Company Action Plan

Moreover, the essence of any successful company action plan lies in its sales and marketing strategies. These define how the products or services are positioned and promoted in the market, ensuring visibility and engagement with the target audience.

Navy And Yellow Modern Minimalist Action Plan

However, while acquisition is crucial, retention plays an equally significant role. Hence, impeccable customer service and nurturing relationships become indispensable components, fostering loyalty and ensuring that clients remain ambassadors for the brand long after the initial transaction.

Related: 30+ Project Plan Examples to Visualize Your Strategy (2023)

Sales action plan example

A well-structured sales action plan serves as the backbone for systematic and efficient progress. Central to this plan is the identification and utilization of the most effective sales channels, whether they are direct, online or through third-party avenues.

Strategic Food Sales Action Plan Template

Clarity on the products and services on offer, combined with their unique selling propositions, facilitates tailored and resonant sales pitches.

Budget considerations ensure that resources are judiciously allocated, balancing the act between expenditures and potential returns. This financial prudence is complemented by setting realistic sales projections, which act as both a motivational target and a yardstick for success.

Timelines, or proposed deadlines, infuse the process with a sense of urgency, ensuring that the momentum of the sales drive is maintained.

However, the true measure of the action plan’s efficacy lies in its key performance indicators (KPIs). These metrics, be it lead conversion rates or customer retention figures, serve as tangible markers, highlighting the plan’s strengths and signaling areas that might require recalibration to increase sales.

Food Retailer Sales Action Plan Template

Corrective action plan example

The essence of a corrective action plan lies in its meticulous structure, tailored to address and rectify deviations or inefficiencies identified within an organization. At its core, each action item serves as a focal point, detailing specific areas or processes that require intervention.

Accompanying each action item is a clear description that provides a comprehensive understanding of the issue at hand.

However, merely identifying a problem isn’t enough; delving deep into its origins through root cause analysis ensures that solutions target the fundamental issues, rather than just addressing superficial symptoms.

This analysis then paves the way for defining the corrective action, a tangible step or series of steps designed to mitigate the identified problem and prevent its recurrence.

Besides, to ensure the plan’s effectiveness, assigning a responsible person to each action item is paramount. This individual or team is entrusted with the task’s execution, ensuring accountability and focus.

The status of each action keeps stakeholders informed about the progress, be it in the planning phase, ongoing, or completed.

Lastly, setting a due date for each corrective action introduces a sense of urgency and purpose, ensuring that issues are addressed in a timely manner, minimizing disruptions and maximizing operational efficiency.

Simple action plan example

A simple action plan strips away the layers of complexity, offering a concise and direct approach to achieving a goal or addressing an issue. This type of plan is characterized by its straightforward structure, devoid of extraneous details, yet powerfully effective in its clarity.

It is specifically designed for tasks or objectives that don’t necessitate elaborate strategies or multi-layered approaches.

White and Red Simple Corrective Action Plan

The core components of a simple action plan usually include a clear statement of the task or objective at hand, followed by a sequence of actions or steps to be taken.

Each step is described succinctly, ensuring that anyone involved has a clear understanding of what is expected. Responsibilities are defined clearly, with each task allocated to an individual or a team, ensuring accountability. Timelines might be integrated, providing a clear framework for completion, even if they’re just broad milestones.

Regular check-ins or assessments, although minimal, might be incorporated to monitor progress.

The beauty of a simple action plan lies in its agility and adaptability, making it particularly suited for individual projects, short-term tasks or situations where a rapid response is required.

How to write an action plan?

Creating an effective action plan is a foundational step towards turning aspirations into tangible results. It provides a clear roadmap, ensuring that each step taken aligns with the overall objective.

Whether you’re aiming to enhance a business process or achieve a personal goal, a well-drafted action plan can be your guiding light. Here’s key steps on how you can craft one:

Step 1: Establish SMART goals: Initiating with a goal that is specific, measurable, achievable, relevant and time-bound ensures you have a clear and focused endpoint in sight. Smart goals serves as the cornerstone for your entire strategic blueprint.
Step 2: Determine necessary tasks: Decompose your overarching objective into smaller, actionable tasks. This modular approach not only makes the mission less daunting but also provides a sequential pathway to goal attainment.
Step 3: Assign essential resources: Depending on the tasks at hand, designate necessary resources, be they human, financial or technological. This ensures that every activity has the backing it needs for successful execution.
Step 4: Prioritize tasks by importance: Not all tasks hold equal weight. Determine the hierarchy of tasks based on their impact on the goal and their time sensitivity. This allows for a systematic progression.
Step 5: Outline timelines and key markers: With tasks in hand, set clear deadlines for each. Introduce milestones, which act as periodic check-ins, ensuring you’re on track and allowing for celebrations of smaller victories.
Step 6: Oversee and modify your strategy blueprint: As you progress, there will invariably be learnings and challenges. Regularly review your plan to make necessary adjustments, ensuring its relevance and effectiveness.
Step 7: Consider ready-to-use templates: If starting from scratch feels overwhelming, lean on structured templates to guide your planning. There’s plenty of business plan softwares and platforms such as Venngage that offer a plethora of action plan templates , tailored to various needs, which can significantly streamline the process.

An action plan is more than just an action steps, it’s a strategic blueprint that bridges the gap between aspirations and realizations.

Through this comprehensive guide, I’ve walked you through the purpose, ideal timings, core components, and practical examples of action plans across various domains.

Leveraging tools of project management , you can track progress, assign tasks and ensure every team member stays on the same page.

It’s not just about setting goals, but about strategically planning every step, ensuring tasks completed align with the larger project goals.

Remember, success isn’t just about having goals but about charting the right course to achieve them

And if you’re looking to supercharge your planning efforts, don’t miss out on the Venngage business plan maker.

Dive into their extensive collection of action plan templates and make your strategic planning both efficient and effective.

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How to Write an Action Plan (Example Included)

What Is an Action Plan?

In project management, an action plan is a document that lists the action steps needed to achieve project goals and objectives. Therefore, an action plan clarifies what resources you’ll need to reach those goals, makes a timeline for the tasks or action items and determines what team members you’ll need. We’ll define what project goals, project objectives, action items and action steps are later in this guide.

An action plan documents the execution of the project plan; it’s a detailed list of the work that must be done to complete the project goals, including the action steps that are involved in getting from the start of the project to the finish. An action plan is similar to a project implementation plan and it’s very helpful during the project planning and project execution phases.

Not only are you figuring out the action steps and timeline, but you’ll also determine who you’ll assemble for your project team to work on those tasks. This requires robust project management software like ProjectManager . ProjectManager offers multiple action planning tools such as Gantt charts, kanban boards, project calendars and more. Best of all, these project planning views sync with project dashboards, timesheets and workload charts to keep track of progress, project resources and costs.

ProjectManager's Gantt chart showing a construction action plan

Action Plan Components

An action plan answers the who, what and when of what you’re proposing. Those questions are answered by the various components that make up an action plan. The following are the basic building blocks of a successful action plan.

Action Plan Steps: The action plan steps are the answer to the question of what. They’re the activities that’ll lead to achieving your goal. Action plan steps detail what will happen, and the more detail, the better.
Action Items: The action items are the specific, small tasks that make up the action plan steps. These are the tasks that, when executed, lead to the next action plan step.
Action Plan Timeline: An action plan timeline is the whole action plan laid out from start to finish. It shows the full duration of the action plan and every step and task is also plotted on this timeline, including their start and end dates.
Action Plan Resources: Resources are anything needed to execute the action plan. That includes labor, materials, equipment, etc. You’ll want to identify the resources you’ll need for the action plan and attach them to the tasks to which they’ll be applied.
Action Plan Matrix: A matrix is just a tool to help you determine which tasks you need to complete and in what order. Use our free action plan template to outline the steps, items, timeline and resources you’ll need to get the plan done right.
Action Plan Report: Once you start to execute the action plan, you’ll need to ensure your actual progress matches your planned progress. To track progress, you’ll want to use an action plan report, which is a snapshot of your time, costs and more over a specific period.

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Action Plan Template

Use this free Action Plan Template for Excel to manage your projects better.

Types of Action Plans

There are many different types of action plans that are used on various kinds of strategic initiatives. Each is similar in makeup but differs in their goals. Here are a few of the varieties of action plans.

Business Action Plan

A business action plan is used to set goals and tasks when you want to start a business or grow an existing business. It outlines the vision for the business and the actions you’ll take to achieve that vision.

Project Action Plan

An action plan for a project is really no different from a general action plan. The only difference is that it’s about producing a deliverable at the end of the plan, whether that be a product or service.

Personal Action Plan

Again, a personal action plan differs little from any other action plan except for the goal. For example, a personal action plan might be for an individual to exercise more. Therefore, the goal might be to walk for a half-hour a day, say, during lunchtime.

Action Plan Sample

Take a look at this sample of an action plan. We used our free action plan template for Excel and filled out some potential marketing tasks, phases and assignees. Download this action plan template for free from our site, and get started on your own plan today.

How to Write an Action Plan for Project Management in 10 Steps

The benefits of an action plan are simple: you’ve now outlined what action steps and what resources are needed to reach your stated project goals. By having this collected in a single project management document, you can more successfully plan out how to execute your project plan.

People get overwhelmed by project management jargon when having to plan out a project, but the word “action” everyone can understand. The fundamentals to getting an action plan together for any project follow these four project planning basic steps:

1. Define Your Project Goals

There’s a difference between project goals and project objectives. Project goals refer to the high-level goals that the project will achieve. Those generally align with the strategic planning and business objectives of organizations.

2. Define Your Project Objectives

The project objectives are much more specific than the project goals. Project objectives refer to the deliverables and milestones that need to be completed to achieve your project goals.

3. Define Action Steps

The action steps are a group of related tasks or action items that must be executed to produce project deliverables.

4. Identify and Prioritize Action Items

Action items are small, individual tasks that make up the action steps that are outlined in your action plan. First, you need to identify task dependencies among them, and then assign those action items a priority level so that they’re executed sequentially.

5. Define Roles & Responsibilities

Now that you’ve divided the work required to accomplish your action plan, you’ll need to assign action items to your project team members and define their roles and responsibilities.

6. Allocate Resources

As with your project plan, your action plan has resource requirements. Having identified your action steps and action items will help you understand what resources are needed for each task and allocate them accordingly.

7. Set SMART Goals

Your action plan needs to be monitored and controlled to measure its performance. That’s why it’s important that you set SMART goals for your action items, action steps and your project objectives. SMART goals stand for specific, measurable, attainable, relevant and timely.

8. Set a Timeline for Your Action Plan

As a project manager, you’ll need to do your best to estimate how long it’ll take to complete your action items and action steps. Once you do so, you’ll have a timeline. You can use project management techniques like PERT charts or the critical path method to better estimate the duration of your project action plan.

9. Write an Action Plan Template

Create or use a simple action plan template to collect tasks, deadlines and assignments. This is the place where everything task-related goes in your project action plan, so you have a place for all this crucial information.

Writing an action plan template it’s a great idea because you’ll need to use that format throughout the project. That’s why we’ve created a free action plan template that you can download. There are also dozens of other free project management templates for Excel and Word that can help you with every phase of your project.

10. Use a Project Management Tool

Use a project management tool to keep you on task. ProjectManager has project planning features that help you monitor and report on project progress and performance. Get a high-level view of the action plan with our live dashboards. Unlike other tools, we don’t make you set up the dashboard.

Once you’ve mapped out your action plan, you can use project planning tools to zoom into all the details about your action steps and action items. With ProjectManager, you can calculate various metrics, such as project variance, workload and more. They’re displayed in easy-to-read charts and graphs. Share them with stakeholders to give them updates on action steps whenever they want.

ProjectManager's dashboard showing a marketing action plan

Tips to Write an Action Plan

Once you have an action plan, how do you work with it to run a successful project? Here are some tips to help with implementing your action plan:

Focus on priorities and what’s due now when identifying action steps and setting your action plan timeline
When you complete action steps, mark them off
Have your team members work on one project management platform
Set up alerts
Discuss pending or overdue tasks

Action Plan Example

We’ve been talking a lot about an action plan, but let’s take a look at one in-depth. Below, you’ll see our free action plan template . It’s set up for the development of a website.

It’s broken down into phases, the first being the project planning phase , which includes the action steps, market research and the design of the site. You’ll see that tasks are outlined for each action step, including a description of that task, who’s assigned to execute it, the priority and even the status of its completion.

This is followed by the third action step, which is the launch of the site. This is the execution phase of the action plan, but it follows the same format, such as noting the priority, who’s responsible for the work, what that work is and its status.

There’s also a timeline to define the start dates of each of the tasks in the action steps, including the planned hours. This allows you to determine the length of each task and the duration of the entire action plan, from start to finish.

Finally, there’s a place to add your resources. They’re broken down into departments, for example, marketing, web development, etc. Then the materials that are required for each task are listed, including their costs. This allows you to estimate the cost of the plan.

How to Make An Action Plan With ProjectManager

Follow along with this action plan example to see how action plans are typically laid out using project planning software .

1. Map Action Plan Steps Using Multiple Project Views

ProjectManager can help you build your action plan and then execute it. Collect all your action steps tasks on our list view, which does more than light-weight to-do list apps because it allows you to then map your action plan with Gantt charts , project calendars and kanban boards. These robust project management tools allow you to prioritize action items, customize tags and show the percentage complete for each task. Our online project management software gives you real-time data to help you create an action plan and stick to it.

2. Assign Action Items to Your Team Members

Once you’ve mapped out your action plan steps with ProjectManager’s project planning tools , you can assign tasks to your team members and indicate what resources are needed for the completion of each action item. Indicate their roles and responsibilities and set priority levels for each task to ensure the work is carried out properly.

3. Set Action Plan Steps and Deliverables

It’s important to note all the phases of the project timeline to know what action steps and tasks will take place and when. In addition, ProjectManager’s Gantt chart allows you to identify project phases, find the critical path, and set due dates for project milestones and deliverables

4. Track Progress With Real-Time Dashboards

Once you start the project, you’ll need to chart the progress of the work being done. This leads us to the real-time project dashboard , where you’ll check whether your action plan is on schedule and under budget.

Manage Your Project With an Action Plan

Getting a plan together is only the first part of managing a project . Remember, it’s not something to write and put away, but rather it’s a living document that should follow you throughout the project life cycle. Jennifer Bridges, PMP, offers more tips on how to write an action plan in the video below.

Here’s a screenshot for your reference:

ProjectManager’s Action Planning Tools are Ideal for Managing Action Plans

If you’re looking to make an action plan and then take action on it by executing, monitoring and reporting on a project, then you’ll want ProjectManager. Our online project management software lets you make an action plan online with multiple project planning tools such as Gantt charts, task lists, kanban boards and project calendars. Then, you can use timesheets, project dashboards and resource management tools to keep track of progress, time and costs.

Plan & Schedule With Gantt Charts

ProjectManager’s Gantt chart is ideal to map out your action plan on an interactive project timeline that helps you organize your tasks, link dependencies and set milestones. More than that, you can filter for the critical path. When you’re done scheduling your action steps you can set a baseline. This allows you to always see the planned versus actual progress of your action plan to help you stay on track.

ProjectManager's Gantt chart is ideal to map out action plans

Manage Action Items with Kanban Boards, Task Lists and Project Calendars

Once you’ve used the Gantt chart to create a timeline for your action plan, you can zoom into the nitty-gritty details of everyday work with kanban boards , task lists and project calendars. With these tools, you can assign tasks and give teams a collaborative platform to comment and share relevant documents with unlimited file storage and real-time communication features.

ProjectManager's kanban board showing action steps from an action plan

Track Progress, Resources and Costs With Real-Time Action Plan Dashboards

ProjectManager’s real-time action plan dashboards sync with all its project management tools so you can check the status of your action plan at any time. You can check on your team members’ progress to see who’s over or underallocated, check labor costs and track whether your team is on schedule.

dashboard showing project metrics in real-time

ProjectManager gives you all the tools you need to create and implement a successful action plan. Regardless of the type of action plan that you need to create, our award-winning project management software makes it easy to do so. Get started with a free 30-day trial today.

Click here to browse ProjectManager's free templates

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How to create an action plan (with free templates and examples)

An action plan template provides a ready-made framework for quickly adding the steps — like tasks, due dates, and assignees — to achieve your project goals. It’s a great way to ensure your project action plans are effective and consistent so everyone understands what’s expected.

In this guide, you’ll learn how to write an action plan step-by-step, with examples for inspiration. Plus, you can download two free action plan templates — including one from our Work OS — to get started immediately.

Download Excel template

What is an action plan?

An action plan is a detailed blueprint that outlines the steps you, your team, or your organization will take to achieve a specific goal. It includes specific tasks or actions with due dates and assignees, a timeline, and the resources required to accomplish your goal.

Action plans include detailed information, such as:

A description of each action or task to complete
The person responsible for each action
Due dates for each task
Resources required to complete the action
Space to reflect or take notes after you have completed a task

What is an action plan template?

An action plan template is a pre-structured document that gives you a framework for crafting your new action plan. A practical action plan template has designated spaces for each aspect you need to cover, often presented in a table format like this.

Screenshot of monday.com's action plan template

Free action plan templates

Here are two free action plan templates you can download and use today:

Try monday.com’s Action Plan Template:

This action plan template breaks down goals into actionable steps that you can prioritize, assign ownership, and track progress. You can also add start and end dates for each action, plus relevant details and files.

Get the template

Download the free action plan template for Excel:

Why is an action plan template important?

Leaders and managers use action plan templates to speed up the strategic planning process . Rather than spending unnecessary time designing the document used for planning purposes, project managers can simply pull up their template, save a new copy — keeping the existing template intact — and get straight to work scheduling and assigning tasks.

Action plan templates ensure consistency

Additionally, templates help to ensure consistency across plans and teams. When your organization uses the same action plan template for the whole company, it’s easier for team members to interpret and understand the plan — because they’re familiar with the format — and it contributes toward an organized, professional appearance.

Action plan templates help you plan more effectively

Action plan templates help project organizers plan more effectively by offering predefined categories and columns, reducing the chance of human error or omitting information from an action plan. In addition, you can apply any learnings from the project management process to your template. That way, you’ll consistently improve subsequent action plans.

While completing a project, you might find that some of the tasks in your task lists didn’t have clear outcomes. In addition, it wasn’t immediately obvious how to identify when the task was complete. So, you could borrow from the SMART goals framework — Specific, Measurable, Attainable, Relevant, Time-bound goals — and include a new column in your action plan template to note how you’ll measure if the task is complete.

And when using an action plan template built on a Work OS like monday.com, you can add your action plan to relevant project boards, create cross-team automations , and more — making it easier to collaborate with a distributed team in real time.

What are the essential features of an effective action plan template?

Action plan templates should contain the following features:

Multiple views — such as tables, timelines, Kanban boards, and Gantt charts to visualize tasks.
Task notifications — to detail and assign tasks to team members.
Structured layouts — to plan tasks based on priority, status, and resource allocation.
Collaboration ability — to maintain notes, comments, and files in one place.
Automations — to update task status and notify owners.
Status columns — to show the current status, such as Stuck, Working on it, and Done.
Dashboards — to track overall progress, timelines, and budgets.

What is the difference between an action plan and a project plan?

A project plan is more detailed than an action plan. Both list the tasks, timelines, and resources required to achieve a desired goal. But project plans also include:

Project goals and objectives
Project milestones and deliverables
Project scope and budget
Project roles and responsibilities
Project stakeholders and communication schedule
Project risk mitigation and contingency plans
Project success criteria

You can create an action plan from your project plan to outline the steps required to achieve your project goals.

What are the key elements of a well-written action plan?

A well-written action plan consists of seven components:

Goals: define what the action plan aims to accomplish.
Steps: detail the actions required to achieve each goal.
Items: determine the task dependencies and priorities.
Timeline: maps out the schedule and milestones from start to finish.
Resources: identify the people, tools, and budget required.
Responsibilities: assign tasks to an individual or a team.
Review: monitor the overall progress of action items completed.

What are some examples of action plan templates?

Now that we know what they do, let’s look at a few action plan templates.

Business action plan template

This template outlines how to write an action plan to track progress toward a specific business goal.

( Image Source )

This action plan begins by detailing the primary goal, with the first column dedicated to a breakdown of each action required. For example, if your business goal was to design and launch a new website, your activities might include:

Gathering design assets
Choosing a color scheme
Copywriting for new website pages
Assembling design and development teams
Creating design wireframes
Design and development
Launch and promotion

Note that the second to last column in this action plan template is reserved for noting potential hazards. This helps identify roadblocks that might get in the way of achieving your goals to plan around them.

Personal development action plan template

Though action plans are most often used in a business context, they can be a handy tool to help you stay motivated and work toward your personal goals.

Example of a personal development action plan

This template allows you to break down your actions into a step-by-step sequence and includes a “How will I know I’ve been successful?” column to ensure that the actions you write down have a clear outcome.

Corrective action plan template

Creating an action plan can also be a great way to solve a specific business problem or even an issue with a particular employee’s performance. This is known as a corrective action plan, as shown in the example template below.

A corrective action plan template includes important columns, such as “metrics and constraints” — to help users complete tasks and plan for potential roadblocks — and “percent completed” — to help measure the progress toward the goal.

monday.com’s Action Plan Template

As you’ve seen in the examples above, the typical action plan format is a PDF or Microsoft Word document. While this is fine for goal setting and creating the plan itself, it’s not so great for putting it into action.

That’s why we’ve purpose-built a flexible, customizable, intuitive action plan template to use with monday.com.

When you design your action plan on monday.com, you can:

Access multiple views (such as a table, Kanban, and timeline) to work in a manner that suits your needs.

Timeline view in the action plan template

Assign tasks to individuals and notify them instantly.
Comment and collaborate on tasks to keep communication contextual.
Design custom automations to save valuable time and ensure nothing slips through the cracks.
Report on progress with the Progress Tracking Column.

Screenshot of the progress tracking column on monday.com

Once there is buy-in from the team on the plan, it is easy to copy actions, dates, and assignees over to the task management board.

Because monday.com is a comprehensive Work OS, any action plans you create with this template also integrate with relevant project boards. In addition, comprehensive analytics make tracking easy.

How to write an action plan step-by-step

Never created an action plan before? Then, follow this simple guide and get started with the free template above.

1. Determine your goals

First, you need to understand what you’re trying to achieve. Then, make this goal as specific as possible.

For example, “increase sales” is not a clear enough goal. “Increase sales by 20% in quarter three” is more specific and allows you to set a metric for achieving it.

2. Break down the steps required to achieve each goal

What actions are necessary to get there?

In this example, that might include:

Hire three new sales development representatives
Increase content marketing budget by $20,000
Implement a new sales training program for new hires

3. Determine task dependencies and priorities

Remember: you can’t do everything at once! So now that you’ve broken down that big goal into bite-sized chunks, you need to figure out the perfect order for completing the tasks. In the above instance, you need to hire new sales representatives before starting a sales training program.

4. Set milestones

Now, set some milestones for significant events or checkpoints along the project. Some typical milestones are:

Completion of a substantial task or phase of the project
A significant event, such as a product launch
Important meetings, like customer review meetings

5. Add deadlines

When do you need to complete each task? Setting deadlines for each task helps your team stay on track and allows you to identify if your timeline for the larger goal is realistic.

6. Identify the resources you need

What’s getting in the way of completing these tasks? What do you require — perhaps from leadership or another team — to meet or exceed your goals? In our sales team example, we might need some assistance from the HR department to advertise an open role and attract new applicants.

7. Assign tasks to individuals

Who is responsible for each action? Assign a clear task owner to each task. Ownership doesn’t just make someone feel accountable; it empowers them to take the initiative and solve problems without dragging in management at every twist and turn.

8. Agree on a plan to review progress

Before you jump in and start your project, determine how you will measure progress toward your goals. For example:

Will you review your action plan every day or every week?
Will the task assignees or the project leader be responsible for updating the plan to reflect progress?

Determining these answers upfront means the action plan remains a living document reflecting actual progress.

Customize our Action Plan Template to your needs today

Prepare and present your action plans with our flexible, customizable Action Plan Template. Team members will love the multiple views, automations, and collaboration features to keep them on point. And you’ll benefit from the Progress Tracking column in your weekly reports to stakeholders.

FAQs about action plans

What’s the difference between an action plan and a to-do list.

An action plan and a to-do list are helpful tools for organizing tasks and achieving goals. A to-do list is a list of tasks to complete, but not necessarily for the same goal or project. Typically, to-do lists are less organized than action plans and can change daily. In contrast, an action plan follows specific steps and includes tasks that all lead to completing a common goal.

What's the difference between an action plan and a strategic plan?

An action plan and a strategic plan are essential for an organization’s long-term and short-term planning. A strategic plan outlines an organization’s vision for the future and helps prioritize goals, make resourcing decisions, and unite employees. On the other hand, an action plan makes the strategic plan operational by providing detailed instructions on how to accomplish those goals.

What’s the difference between an action plan and an implementation plan?

An implementation plan and an action plan are essential documents that help teams execute a project successfully. An action plan focuses on the specific tasks needed to achieve a goal. In contrast, an implementation plan is a more holistic document outlining the steps, teams, and resources required to execute a project successfully.

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What Works—and What Doesn’t—in Transformation - rectangle

Business Transformation

/ article, what works—and what doesn’t—in transformation.

By Jens Jahn , Reinhard Messenböck , Julia Dhar , Saskia Schneider , and Leonie Rüther

Large-scale transformation is hard even under ideal circumstances, but in the current business environment—with an ongoing pandemic, supply chain issues, macroeconomic uncertainty, and other complicating factors—the margin of error has gotten even smaller. Now, data is available to quantify the challenge. The latest version of an annual survey commissioned by BCG has found that transformations take longer than they did a year ago, while also yielding less value and achieving lower engagement levels among leaders and employees. More than half (57%) of all transformations fail to hit their targets in terms of value envisioned, timeline, or both—up from 40% a year ago. Thankfully, that same survey data reveals key success factors that companies can use to overcome these issues.

This is the third survey that BCG has conducted into transformation efforts worldwide, following similar studies done in late 2019 and late 2020 . All three have shared a common goal: to give company leaders an objective, data-driven understanding of the current environment for transformation and how they can successfully design and implement change programs.

BCG has developed a clear set of principles for companies to follow in order to increase their odds of transformation success, and those core principles are just as relevant as ever. (See “Three Transformation Journeys.”) In this environment, however, only the best companies can execute transformations well. The good news is that those companies offer clear lessons that can help other organizations’ chief transformation officers (CTOs), CEOs, and other leaders identify where and how to focus their attention and resources—and boost their odds of success.

Three Transformation Journeys

The Margin of Error Gets Smaller

The latest version of BCG’s transformation survey drew responses from approximately 1,000 companies representing a wide range of industries. One key theme of the findings is that average transformation performance has worsened in all dimensions compared to the 2020 survey results. (See Exhibit 1.) Fewer than half of all transformations now realize their target value. Costs have nearly doubled, and the average delay in timelines has tripled. Both engagement among company leaders and buy-in among employees have declined significantly.

In addition, the overall distribution of performance shows a wider spread between leaders and laggards. For example, the number of companies with a transformation success rate of 90% or better (as self-assessed by respondents) has declined by half compared to the numbers in our 2020 study.

It’s not hard to figure out why. Transformation requires large shifts in technology, business models , ways of working, and other elements that are central to a company’s DNA. Those changes were difficult enough to implement before COVID-19, but the pandemic has dramatically compounded the challenge. Management teams are understandably distracted by the challenge of keeping operations and businesses running while also ensuring the safety of employees and customers. In addition, work-from-home and hybrid models make it harder for leaders to engage and mobilize organizations.

Unfortunately, those challenges aren’t going away. As the pandemic drags on, it’s increasingly apparent that the business environment will not quickly pivot back to normal. Instead, the world is likely to continue to slog through the pandemic, with ongoing unexpected ramifications and challenges. As a result, it’s more important than ever for companies to learn from others that have managed their transformation most successfully.

The Three Elements That Characterize Transformation Leaders

What do these leading companies do differently? In our analysis, three key elements closely correlate with better performance: holistic management of change journeys, consistent leadership alignment, and employee-centric change management . Among the companies in our sample, the transformation leaders use these three levers to improve their performance on multiple metrics—including greater realized value, lower transformation costs, shorter project timelines, and increased engagement and buy-in from leaders and employees. (See Exhibit 2.)

Notably, our 2020 analysis highlighted these same success levers, but their positive effects are compounding in the current business environment. For example, the increase in realized value jumped from 32% in 2020 to 66% in 2021. The reduction in cost overruns grew from 10% in 2020 to 21% in 2021. The same playbook applies, but it is leading to bigger differences in performance.

Holistic Management of Change Journeys. Successful transformation leaders don’t just define a clear case for change for the transformation and explicitly emphasize how the effort will unlock value for shareholders and other stakeholders; they also embed it effectively in the organization. How? They set up transformation teams composed of groups of 10 to 15 people that are responsible for pursuing a manageable number of initiatives over a reasonable timeline; on average, programs include 10 to 20 initiatives and last one to three years. These teams function through a transformation management office (TMO), led by an executive who reports directly to the CEO or CTO. Leaders also use agile governance structures such as impact centers—physical spaces supported with meeting routines and rhythms that create transparency for leaders, encourage collaboration within and among teams, and maintain a laser focus on value.

Change Your Trajectory: Monthly insights on business transformation.

The survey data yielded two crucial insights on this topic:

90% of transformation leaders articulate a clear case for change, compared with just 74% of companies with failed transformations. Transformation leaders energize and engage the organization by effectively defining and cascading its purpose and its case for change. This entails developing leader action plans (to support leaders in translating the case for change into actionable behaviors and embedding it in their daily routines) and formulating a dedicated communication on the case for change (to deliver that case across the entire organization). Both measures are critical to ensure successful long-term embedding of the case for change in the organization.
77% of transformation leaders establish clear value drivers, compared with just 52% of less successful companies. Transformation leaders identify, foster, and reinforce value-creating behaviors and set the right organizational context for them.

Consistent Leadership Alignment. The second major factor that differentiates transformation leaders is having a leadership team that aligns on a common goal and works together to implement the program. The senior team, including the C-suite and the board, must articulate the case for change—clarifying what needs to change and why in a way that sets the tone for the rest of the organization. They must use different communication channels, particularly digital ones, given the sprawling nature of large organizations and the fact that a significant portion of the workforce now works remotely. Using digital channels also enables companies to personalize key aspects of their communication, crafting messages that resonate with individuals, rather than issuing a single blanket statement. The survey data revealed two key findings on this point:

49% of transformation leaders had complete alignment of the leadership team and consistent communication throughout the effort, compared with just 26% of transformation failures. Transformation leaders align the leadership team on the scope and objectives of the transformation and help employees understand why they need to be active participants in the change.
60% of leaders have a communication roadmap in place, compared with just 40% of transformation failures. Top performers define a comprehensive communication and mobilization strategy that includes feedback mechanisms so that they can revise and adjust the communication plan as needed. Ideally, a senior executive is responsible for developing the overarching communications approach, with the communications department and the TMO leader taking supporting roles.

Employee-centric Change Management. The third element is a focus that places employees at the epicenter of change. Transformation leaders don’t just hand down a finished plan for employees to carry out; they explicitly engage employees in developing the plan. This approach empowers employees to contribute to identifying problems and designing solutions at a granular level, which leads to the formulation of measures that are grounded in real-world experience and, therefore, more likely to succeed.

In our survey, 46% of transformation leaders explicitly focus on employees as the epicenter of change, compared with 29% of laggards. This approach builds a sense of ownership and engagement. Employees are more likely to embrace the change because it’s theirs—they were entrusted with the task of helping craft it. As one company leader put it, “Try to create a culture where people really want to make things better, and adopt a mindset focused on innovation and entrepreneurship.”

The margin of error for transformation may have shrunk as a result of COVID-19, but companies still face an imperative to transform. They cannot cling to the status quo or wait for conditions to become more favorable. In that light, the survey data from transformation leaders is like a lighthouse in a storm. By using these insights, companies can understand the pitfalls of transformation now and focus their resources and energy in the right areas to improve their odds of success. In doing so, they will set themselves up to compete more effectively and create more value.

Kristy Ellmer, Christin Owings, Dave Sivaprasad, David Kirchhoff, and Christoph Hilberath also contributed to this publication.

Managing Director & Partner

Managing Director & Senior Partner, Leader Business Transformation Suite

Project Leader

Senior Knowledge Analyst

ABOUT BOSTON CONSULTING GROUP

Boston Consulting Group partners with leaders in business and society to tackle their most important challenges and capture their greatest opportunities. BCG was the pioneer in business strategy when it was founded in 1963. Today, we work closely with clients to embrace a transformational approach aimed at benefiting all stakeholders—empowering organizations to grow, build sustainable competitive advantage, and drive positive societal impact.

Our diverse, global teams bring deep industry and functional expertise and a range of perspectives that question the status quo and spark change. BCG delivers solutions through leading-edge management consulting, technology and design, and corporate and digital ventures. We work in a uniquely collaborative model across the firm and throughout all levels of the client organization, fueled by the goal of helping our clients thrive and enabling them to make the world a better place.

For information or permission to reprint, please contact BCG at [email protected] . To find the latest BCG content and register to receive e-alerts on this topic or others, please visit bcg.com . Follow Boston Consulting Group on Facebook and X (formerly Twitter) .

Featured Insights and Perspectives from BCG

The latest insights, ideas, and perspectives from BCG. Explore a cross-section of up-to-date content on the trends shaping the future of business and society. A complete collection of our latest thinking across industries and capabilities can be found at the bottom of the page.

Learn from the Best in Organizational Transformation

The pandemic is forcing companies to be more sure-footed in their change efforts. Here are insights from those that have succeeded.

Are You Ready to Transform?

Change is hard, but readiness is all. Companies prepared to manage the leader, people, and program journeys can double their chances of success.

The Four Traits of Successful Chief Transformation Officers

The odds are stacked against leaders who manage major organizational changes. But those who model the behaviors they seek and are persistent, hypervigilant, and flexible can improve their chances of success.

Lessons for Chief Transformation Officers from Mount Everest

Like a CTO, the leader of an alpine climb must marshal all of his or her skills in program design, motivation, and contingency planning to tip the odds toward success.

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Strategic planning |

Action plan template

Taking action has never been easier. Learn how to create a reusable action plan template in Asana to take the guesswork out of strategic planning.

INTEGRATED FEATURES

Recommended apps.

[Product ui] Action plan project in Asana, spreadsheet-style project view (List)

What’s an action plan template?

Action plan templates are the reusable version of your action plans. Building a reusable action plan template saves you the time and effort of building a new one from scratch for every new project. And they’re not just for project managers . Every time someone creates a new action plan in any department, they can reuse the template you created, cutting back on the time your organization spends preparing for strategic planning sessions.

The 5 parts of an action plan template

The most important part of any action plan template is that it’s yours—customized so it’s most useful for your needs. To get the most use out of your action plan, here are some helpful best practices to follow.

1. Goal setting

Before you start on your work, you need to know what you’re working for. Host a brainstorming session for goal setting where you determine the outcomes of your action plan. When setting your goals, make them SMART goals:

These goals will act as a north star for your action plan template. Once they’re set, you can refer to your goals to make sure your tasks align with long-term initiatives. This helps ensure your action steps are purposeful and connected, eliminating unnecessary and duplicate “ work about work .”

2. Create task lists

To create an effective action plan, you need tasks that transform your goals into action items . Structure your action plan template as a hierarchy, with your goals at the top and space for all related tasks below. When you use your template for a new project, this task list section will effectively become your to-do list . Keep your task list accessible for all project stakeholders so everyone can make and track adjustments in real-time. This makes it easy to view progress while ensuring that the team stays focused.

3. Review resource allocation

For every action plan template, create a space for resource allocation . This works two-fold to show external teams what resources you need for each project, and to determine if your action plan is viable. For example, if your resource allocation review determines there’s no staff available for a timely project, then you know to put the project on hold. If you use a project management tool to create your action plan template, you can automate it to assign team members and add tools or integrations that update with every new action plan.

4. Set deadlines and milestones

Every action plan should be time-bound. In your template, set a timeline or estimated start date that you can replicate for each project. Project milestones will also help, especially for action plan templates with a longer time frame. These milestones separate out larger wins as you move towards your end goal. Finally, connect tracking tools to your template so you can see your action plan’s progress and report on metrics in real-time.

5. Review and update

After you’ve used your action plan template for several projects, review it. Look for opportunities to streamline items, create a new workflow , or omit unnecessary tasks. Set a recurring reminder to update your action plan template, making sure it’s completely customized to your needs‌.

Integrated features

List View . List View is a grid-style view that makes it easy to see all of your project’s information at a glance. Like a to-do list or a spreadsheet, List View displays all of your tasks at once so you can not only see task titles and due dates, but also view any relevant custom fields like Priority, Status, or more. Unlock effortless collaboration by giving your entire team visibility into who’s doing what by when.

Goals . Goals in Asana directly connect to the work you’re doing to hit them, making it easy for team members to see what they’re working towards. More often than not, our goals live separate from the work that goes into achieving them. By connecting your team and company goals to the work that supports them, team members have real-time insight and clarity into how their work directly contributes to your team—and company—success. As a result, team members can make better decisions. If necessary, they can identify the projects that support the company’s strategy and prioritize work that delivers measurable results.

Automation . Automate manual work so your team spends less time on the busy work and more time on the tasks you hired them for. Rules in Asana function on a basis of triggers and actions—essentially “when X happens, do Y.” Use Rules to automatically assign work, adjust due dates, set custom fields, notify stakeholders, and more. From ad hoc automations to entire workflows, Rules gives your team time back for skilled and strategic work.

Subtasks . Sometimes a to-do is too big to capture in one task. If a task has more than one contributor, a broad due date, or stakeholders that need to review and approve before it can go live, subtasks can help. Subtasks are a powerful way to distribute work and split tasks into individual components—while keeping the small to-dos connected to the overarching context of the parent task. Break tasks into smaller components or capture the individual components of a multi-step process with subtasks.

Dropbox . Attach files directly to tasks in Asana with the Dropbox file chooser, which is built into the Asana task pane.

Google Workplace . Attach files directly to tasks in Asana with the Google Workplace file chooser, which is built into the Asana task pane. Easily attach any My Drive file with just a few clicks.

OneDrive . Attach files directly to tasks in Asana with the Microsoft OneDrive file chooser, which is built into the Asana task pane. Easily attach files from Word, Excel, PowerPoint, and more.

Slack . Turn ideas, work requests, and action items from Slack into trackable tasks and comments in Asana. Go from quick questions and action items to tasks with assignees and due dates. Easily capture work so requests and to-dos don’t get lost in Slack.

How do I write an action plan template?

It’s simple to create a reusable action plan template, especially in a project management tool . In Asana , you can start with our action plan template and customize it to fit your needs. Even if you use more manual formats, you’ll want to include goals, specific tasks, connected resources, and due dates in most simple action plans.

What’s the difference between an action plan template and a to-do list template?

It’s easy to get confused between action plans and to-do lists . That’s because an action plan template is actually a type of to-do list template, but one that’s connected back to a goal. A to-do list template can be a random, unconnected list of tasks, whereas an action plan template always connects back to an end goal.

What are some examples of action plan templates?

You can use action plan templates for just about any business plan. You can create a general template that you use company-wide, or break it down by departments if you have more specific needs. For example, you can create a marketing action plan template for recurring brand campaigns or an organizational action plan template for short-term quarterly OKRs . In a project management platform , you can create one action plan template, share it with the company, and allow each team and individual to use it however they see fit.

Related templates

Marketing strategy

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Grow your business with the action plan, the 11 step business action plan.

I came across this article on the American Express Open Forum and had to share it with our followers and clients. Murray Smith gives a quick 11-step list for creating a business action plan in this article . In our system, OnStrategy , we use Action Plan Reports to show a person or department’s goals and action items, due dates, and status. Like Smith says, the Action Plan Report is a great way to, “help measure progress toward your goals.” Smith also says how, “in business, your action plan is the key to focusing on the right information in the right order.” We could not agree more with Smith and his take on the Action Plan. Below is the article, The 11 Step Business Action Plan, by Murray Smith .

Many people don’t like planning. But in business, your action plan is the key to focusing on the right information in the right order—much like the combination to a safe—and it helps measure progress toward your goals.

Here’s how you should use an action plan to accelerate growth and increase your revenues and income.

1. Create a revenue plan: Identify your sources of revenues, the product or services that you offer, how many you plan on selling, and the price you will charge. This will let you know if it’s possible to achieve your financial goals.

2. Map your gap: This is the distance from where you are to where you want to be. This includes your financial, non-financial and personal goals—revenues, profits, volume of sales, number of customers etc. It’s a snapshot for you to decide if it’s the journey you want to take, or change it.

3. Know your customer: Make sure you know who your ideal customer is, because it’s often not who you think it is, or who you are currently selling too. Knowing the profile of your customer will help you save time and money when it comes to acquiring them. This is the foundation for every business.

4. Document how your prospects/customers think and behave: Specifically, you should think about why customers decide to purchase—which is the key to making the sale. Every decision starts with a desire created by internal emotion or external influence. If you follow the way they think and act then you can place your product or service right in front of them at the point of decision.

5. Create a unique positioning in your market: In a world of clutter, what gets heard is a simple message. Identify the biggest problem in your marketplace and then tell people how you solve that problem and say it in less than 1 minute.

6. Know what sets you apart: Write down the biggest benefit that you offer your customers (a benefit that your competition doesn’t offer). It doesn’t have to be a coherent statement, it just has to have impact.

7. Take action: This is what is missing from the book The Secret which talks about using The Law of Attraction to bring abundance into your life. You cannot attract abundance without taking action. Affirmations, visualizations and meditation all work together when you add action to the formula.

8. Success starts with the belief that it’s possible: Your current belief system may not be helping you achieve your goals. Old paradigms (beliefs) are the number one reason for holding us back from achieving what’s possible. Click here for a copy of Chapter 7 from my book The Answer to help you change your paradigm.

9. Determine which distribution channels you will use for your business: A distribution channel is simply the place where the transaction takes place between you and your customer—otherwise known as the Point of Sale. The seven distribution channels to choose from are: retail, online, direct sales, events, mail order, phone sales or agents.

10. Select the right strategies: These should get people to the Point of Sale identified in step No. 4, and there are about 130 strategies and tactics to choose from (i.e., advertising, direct mail, copywriting, tele-marketing, Internet marketing, etc.).

11. Create a 90 day sales and marketing schedule: This will help you plan the strategies, tactics, timing and who will be responsible for implementation. Once you get your thoughts on paper (or excel spread sheet) you will feel less overwhelmed that you now have some direction to follow or action items to delegate.

These 11 steps are not intended to represent a complete guide to creating a detailed Action Plan—they are intended to help you get started. Now you have something to measure against and you can review things periodically to see if you are on track. Ask yourself every day if you are on track or if something needs to be adjusted.

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A Guide to Transition Plans

January 15, 2023 - 7 min read

In a constantly evolving job market, change is inevitable. Whether it’s a career change, retirement, relocation, or business shift, transition is a part of life. A well-structured transition plan can simplify the daunting task of making a big change.

In this article, we will explore how to develop a successful transition plan.

Understanding the importance of a transition plan

Transition planning is a crucial component for achieving success in any life change situation. Without a plan, you may find yourself floundering or struggling to adapt. A good plan helps you navigate your transition confidently with a clear and simple roadmap .

Benefits of a well-structured project transition plan

Having a transition plan offers immense benefits.

It makes you feel more in control, reducing anxiety and uncertainty. This, in turn, can help you to stay focused, leading to increased productivity, improved time management , and reduced stress levels.

Furthermore, a transition plan can help you to identify potential roadblocks and challenges before they become significant issues. This will keep you on track to achieving your goals.

Identifying the need for a project transition plan

A project transition plan is important for professional, personal, or business goals. Knowing this from the beginning can help you prepare for the future.

It’s important to identify areas in your life that require a plan for change. These areas may include switching careers, changing relationships, or setting personal goals. Keep in mind that a transition plan is not set in stone and may require adjustments along the way. However, having a plan in place can provide you with the foundation and structure you need to navigate through any life change with confidence.

Use Wrike to start a project transition plan

Trying to keep all the task planning and tracking in your head or on a spreadsheet can raise anxiety and lower productivity. Remember that there are tools to quickly track, see, and start getting your transition plan in motion. Wrike is one of them.

Assess your current project transition situation

Next, set aside time to evaluate your current situation. Assess your strengths, find weaknesses, and improve through self-reflection, assessment tools, or feedback from mentors or colleagues. Doing all of these can help you gain an understanding of yourself, your current situation, and how others may perceive you.

When self-reflecting, think about your personal and professional goals, values, and motivations. Consider what you enjoy doing, what you’re good at, and what you find challenging.

When assessing yourself, try using tools like personality tests, skills assessments, and career aptitude tests to evaluate your strengths and weaknesses. Ultimately, you should use your strengths and work on your weaknesses for an easier transition period.

When looking for feedback from trusted mentors or colleagues, ask for an honest opinion regarding your strengths and weaknesses, and listen carefully to what they have to say.

Identify areas for improvement

Once your areas to improve upon are identified, consider learning new skill sets, finding a mentor, or seeking professional development opportunities.

Brainstorm the skills and knowledge you need to succeed in your desired career or life change. You could take courses or attend workshops to develop these skills. You could also look for opportunities to gain experience in areas where you need improvement, such as volunteering or taking on new responsibilities at work.

Finding a mentor can also be a valuable way to identify areas for improvement. A mentor can provide you with guidance and advice, especially if they have experience in your desired career or life change and are willing to share their knowledge and expertise with you.

Set realistic goals and expectations

Maintain focus and ensure a smooth transition with realistic goals and expectations.

Take the time to identify what you want to achieve, and set a timeline for achieving it. Break your goals down into smaller, actionable steps, and track your progress along the way. It is also important to celebrate your successes and learn from your failures.

Remember that transitions take time and that setbacks are a normal part of the process. Be patient with yourself, and keep your focus on your goals. With hard work and perseverance, you can achieve the life change you desire.

Someone in a sweater sitting at their computer typing and working

Develop a clear vision for the future

This is a crucial step towards achieving success in any area of life. It will assist you in creating a vision that is not only achievable but also aligned with your core beliefs and priorities.

Define your desired outcomes

This step allows you to define success on your own terms. Then you can create a roadmap that will guide you toward achieving your goals.

Remember to keep your outcomes specific and measurable. This will help you track your progress and make adjustments along the way. It’s also important to consider any potential challenges or obstacles that may arise and have a plan in place to overcome them.

Establish a timeline for your transition

Timelines help you plan for factors such as finances, personal development, and accountability.

Avoid rushing the process, as it can lead to burnout. At the same time, try not to take too long, since it is a gateway to procrastination and loss of motivation.

Align your vision with your values and priorities

Alignment is a key ingredient in the recipe for long-term success and fulfillment.

Reflecting on your values and priorities makes it easier to add in any necessary adjustments and ensure that your goals are sustainable and fulfilling.

Create a detailed action plan

A comprehensive action plan is the final step to implementing a successful transition plan. This is an essential part of the process, as it keeps everybody on track and addresses problems before they become overwhelming for your team.

Break down your goals into manageable steps

This helps things fit together smoothly and makes the transition less stressful. It will also create opportunities for you to celebrate your progress incrementally.

If your goal is to transition your business to a new software platform, you can break it down into smaller steps, like researching different software options, selecting the best one for your business, training your employees on how to use it, and implementing it.

Assign responsibilities and resources

This ensures that everybody involved in your transition knows their role — what to do and when to do it. Setting out the necessary parameters like budgets and personnel is a great way to map out your transition.

Establish transition plan milestones and deadlines

This enables you to measure progress and establish the necessary adjustments to keep you on track to meet your goals.

If your objective is to transition to a new software platform within six months, you can establish milestones at the three-month and six-month marks.

A well-structured transition plan provides a clear roadmap to achieving your goals effortlessly, while an unorganized plan can lead to confusion, frustration, and stress. By understanding the importance of a transition plan, identifying the need for one, assessing your current situation, developing a clear vision, and creating a detailed action plan, you can achieve the life, career, or business transition of your dreams. Follow this guide, and you will be well on your way to transitioning with ease and grace.

Master the art of effective transitions by building a seamless transition plan with Wrike’s dynamic work management platform. Begin your free trial now and ensure smooth, well-executed changes within your organization.

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Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Remove barriers, find clarity, exceed goals

Anything is possible with the most powerful work management software at your fingertips

Occasionally we write blog posts where multiple people contribute. Since our idea of having a gladiator arena where contributors would fight to the death to win total authorship wasn’t approved by HR, this was the compromise.

Setting the Benchmark: Sample Department Goals for Long-Term Success

In order for companies to achieve long-term success, it is crucial to establish thoughtful and effective department goals. But what does it take to create department goals that truly set the benchmark for success? In this article, we will explore the importance of department goals, how to set SMART goals, and provide specific examples for various industries. Ensure your department goals are designed for long-term success by implementing a powerful tool like Wrike. Sequence, organize, and track your objectives effortlessly with a 14-day free trial of Wrike's advanced work management tools. Try Wrike for free Understanding the Importance of Department Goals When each department has clear goals, it aligns its efforts and resources toward the same outcome. Since each team has a specific target to aim for, they know what to prioritize. This leads to better communication and collaboration among employees, higher productivity and engagement, and a focus on continuous improvement. Aligning Department Goals with Company Vision Department goals should always be aligned with the company’s overall vision, as everybody should be working towards the same objectives. When creating goals, it’s important to consider how they will contribute to the company’s long-term vision and mission. This not only helps to keep the department on track but also provides a sense of direction and purpose for every employee. If a company’s goal is to become a leader in sustainable practices, each department’s goals should reflect this vision. The marketing department may set a goal to promote the company’s sustainable initiatives, while the operations department may set a goal to reduce waste and implement energy-efficient practices. Enhancing Employee Engagement and Satisfaction Department goals also have a direct impact on employee satisfaction and engagement. Additionally, having clear goals reduces employee stress, which can lead to a better work-life balance. Driving Continuous Improvement and Innovation Setting department goals that focus on continuous improvement and innovation is crucial for keeping pace with the ever-changing business landscape. Departments can push themselves to go beyond their current capabilities and continuously improve, since there is potential for implementing new ideas and approaches that further drive the company forward. A sales department may set a goal to increase sales by 10% in the next quarter. To achieve this goal, they must think outside the box. Various solutions would include exploring new markets, developing new products, or improving their sales techniques. Marketing teams can set a goal to improve project efficiency more easily through the use of a project management tool with multiple views like we offer with Wrike - when everything is in clear view, meeting and exceeding goals becomes far easier. Try Wrike for free Setting SMART Department Goals To create effective department goals and have a quantifiable way to measure success, it’s important to follow the SMART framework (Specific, Measurable, Attainable, Relevant and Realistic, and Time-Bound). Specificity in Department Goals Department goals should be specific and well-defined. This means outlining exactly what the department will achieve and how they plan to achieve it. A specific goal could be to “Increase sales revenue by 20% in Q3 by launching a new marketing campaign.” This provides a clear direction for the entire department. Measurable Outcomes Goals should be measurable to track progress and success. This translates to creating metrics such as tracking website traffic or monitoring sales numbers. Measuring outcomes also helps to identify areas of improvement. By regularly monitoring progress toward the goal, adjustments can be made to keep the department on track toward achieving the goal. Attainable Objectives Goals should be challenging but also attainable. Pause to evaluate the department's resources and capabilities when setting the goal. An unattainable goal can lead to a lack of motivation and a decrease in productivity. However, keep the department’s capacity for growth in mind. By setting goals that challenge the department’s capabilities, growth can be achieved while ensuring that the goals are still within reach. Relevant and Realistic Targets Department goals should be relevant and realistic to the company’s overall vision and mission. Using the given timeframe and available resources, align goals with the department’s core responsibilities. Time-Bound Goals Goals should have a clear timeframe and deadline. This keeps the department focused and on track toward the target when everyone is working on their tasks. It also establishes a culture of accountability, as you can conduct progress monitoring through regular check-ins and adjustments. Examples of Goals for Various Industries Every department in an organization has its own set of SMART goals and objectives that are aligned with the overall business strategy. Here are some examples for various industries: Sales and Marketing Goals The sales and marketing department is responsible for generating revenue and increasing brand awareness. To achieve these goals, they need to concentrate on acquiring new customers and retaining existing ones. One of the best ways to do this is by launching a new digital marketing campaign targeted at the ideal customer persona. This can help increase the number of leads generated by 50% in Q2. Additionally, the team can work on improving customer engagement by creating personalized content and offering promotions that align with their interests. This serves as an opportunity to increase customer loyalty and retention rates. Human Resources Goals The human resources department is tasked with managing the organization's most valuable asset - its employees. To do so, they need to focus on improving employee engagement and retention rates. Implementing a new wellness program and regular check-ins with managers is a great strategy to utilize, as this can increase employee satisfaction scores by 10% by Q4. The team can also work to streamline hiring processes by using technology solutions such as applicant tracking systems and video interviews. This can help reduce the time-to-hire and ensure that the organization hires the best talent. Finance and Accounting Goals The finance and accounting department must manage the organization's financial resources. To accomplish this, they need to work on reducing costs, improving cash flow, and increasing profitability. Renegotiating vendor contracts and implementing more efficient billing processes will increase cash flow by 25% in Q3. Use data analytics to identify areas where the organization may reduce costs and increase profitability in the long run. Information Technology Goals The information technology department is responsible for managing the organization's technology infrastructure. To achieve this, they need to focus on improving system uptime, increasing cybersecurity measures, and developing new technology solutions. One of the best ways to do this is by implementing regular system backups and a preventative maintenance plan. This can help reduce system downtime by 50% in Q2. The team can improve overall efficiency and output by developing new technology solutions, such as mobile applications and cloud-based systems. Operations and Supply Chain Goals The operations and supply chain department must know how to manage the organization's supply chain and ensure that products are delivered on time and at the right quality. To accomplish this, they need to improve supply chain efficiency, reduce costs, and enhance product quality. By implementing a new inventory management system and improving communication with suppliers, lead time could be reduced by 20% in Q3. Additionally, the team can work on improving product quality by using data analytics to identify areas where the organization can make improvements. This ensures that the organization delivers products that meet customer expectations. Conclusion Setting benchmark department goals is crucial for the success of any company. By aligning department goals with the company’s overall vision, setting SMART goals, and continuously monitoring progress, departments can contribute to the organization’s success and drive long-term growth. By using the department goals examples provided for various industries, companies can begin to create objectives that are specific, measurable, attainable, relevant and realistic, and time-bound. A recipe for long-term success, organizations will see the fruits of their labor in the form of increased employee engagement and satisfaction and greater innovation. Set your department up for long-term success with effective goal-setting powered by Wrike's advanced work management tools. Start your free trial today and unlock better collaboration, strategic planning, and measurable results. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

High-Performance Team Norms Guide

Teamwork and collaboration are essential aspects of a successful business. When teams work effectively together in a group, they can achieve goals that would be impossible for an individual. Team norms are group norms, which are a part of life. Try Wrike for free Understanding the importance of team norms Team norms are the expectations and behaviors that guide team interactions and decision making. These norms can either support or hinder team performance. When norms are unclear or dysfunctional, team members may struggle with conflict, making decisions, or achieving goals. Additionally, poor communication can lead to frustration, confusion, and a lack of motivation. Therefore, it is essential to establish effective and high-performing team norms. Define team norms Team norms provide the foundation for how team members work together. To establish these norms, the team must define their expectations and the behaviors that support those expectations. These should be agreed upon by everyone on the team and communicated clearly. An example could be that all team members are expected to arrive on time for meetings. This norm supports the team’s goal of being productive and respectful of each other’s time. All employees must join discussions and share opinions to make informed decisions based on different perspectives, which also supports the team’s goals. The impact of norms on team performance High-performance team norms establish a culture of teamwork and collaboration. When team members are working toward shared goals, they are better positioned to achieve them. Teams with strong norms are more productive, highly motivated, and better able to navigate challenges. Additionally, they have a lower risk of conflict since team members understand what is expected of them. A team with a norm of open and honest communication is more likely to resolve conflicts quickly and effectively. This is because team members feel comfortable expressing their concerns and working together to find solutions. A conflict-avoidant team may struggle with problem solving, leading to anger and distrust among team members. Benefits of establishing strong team norms Strong team norms bring a host of benefits to the team, including: Improved communication and collaboration so teams can work more effectively together Increased motivation and productivity, which leads to a stronger sense of accomplishment Better decision-making processes that yield better outcomes and a sense of shared ownership over the decision-making process Greater accountability and trust among team members, leading to a greater sense of respect within the team Increased job satisfaction in team members who feel supported and valued, meaning they are more likely to enjoy their work and feel satisfied with their job Identify the key elements of high-performance team norms When establishing effective team norms, several key elements need to be considered. Creating high-performance team norms requires clear communication, mutual accountability, and a shared commitment to the team’s goals. These elements are crucial for establishing an effective team dynamic. Clear communication ensures that everyone is on the same page and understands their roles and responsibilities. Mutual accountability means that team members hold each other responsible for their actions and contribute to the team’s success. Lastly, a shared commitment to the team’s goals ensures that everyone is working toward a common objective. These norms serve as the foundation for fostering collaboration, productivity, and trust among team members. Clear communication when sharing information Clear communication requires setting expectations for how team members communicate with one another. It needs to have agreed ways to share information, like when and how to give updates or feedback. An example could be sending emails for formal team meetings. Use Wrike for sharing information Using Wrike to share information has become a positive team norm, enhancing collaboration and productivity. The platform’s user-friendly interface enables teams to effortlessly communicate project updates, timelines, and tasks, fostering transparency among team members. With Wrike, everyone stays informed and aligned, leading to more efficient workflows and successful project outcomes. Team norms in team meetings Try holding regular team meetings where everyone can share updates and discuss any challenges or roadblocks they are facing. This helps everyone know what’s happening in the team and they can offer help or input when necessary. Trust and accountability Trust is built over time through consistent actions that demonstrate reliability. Team members need to trust each other to keep their promises and fulfill their commitments. Accountability involves committing to the goals and objectives of the team and holding each other accountable to these goals. This means being willing to take responsibility for mistakes or failures and working together to find solutions to problems. Assign clear roles and responsibilities to team members so they know what is expected and can work toward their goals. Goal alignment and information sharing Teams with a common understanding of their goals and how they help the organization’s overall objectives can work together more effectively. Involve team members in goal setting to show that everyone is important and working together for the team’s success. When sharing information, it is vital to have trust and goal alignment as a team norm. Try Wrike for free Adaptability and flexibility for better team experience It is inevitable that teams will experience unexpected circumstances that can derail progress toward their goals. Teams must be adaptable and flexible, with an eagerness to pivot or make changes in the course of their work. Remember to encourage open communication and a willingness to try new approaches so that the team is able to adapt quickly to changing circumstances and can continue to make progress toward their goals. Recognition and appreciation Teams need to celebrate their successes and acknowledge the hard work that colleagues put in to achieve those successes. This can boost morale and increase motivation among team members. Establish a culture of gratitude. This means recognizing team members’ efforts, celebrating achievements, and showing appreciation for everyone’s hard work and commitment. 5 steps to establish high-performance team norms Follow these key steps as you begin to establish high-performance norms within your team: 1. Assess your team’s current norms Assess your current norms and identify any areas of improvement by conducting surveys, interviews, or working sessions with your team members. Once you have gathered this information, you can identify areas where you need to focus your efforts. 2. Engage team members in the process Verify that everyone is on the same page and has had an opportunity to contribute their ideas. This can be done through team meetings, workshops, or brainstorming sessions. 3. Set clear expectations and boundaries Once the team has agreed on its norms, it is essential to communicate them clearly and set boundaries around them. This will help employees remember the norms and act in line with them in their work. 4. Develop a shared vision and goals Check to make sure that the whole team shares the same vision and goals. This will ensure that everyone is aligned and working toward the same objectives. 5. Implement and monitor the new norms Ensure that everyone understands their role in maintaining the focus on the team’s collective success. Monitoring team progress, assessing collaboration, giving feedback, and making adjustments are important for achieving goals and maintaining norms. Closing thoughts Establishing high-performance team norms takes time, patience, and a commitment to collaboration. The advantages, like better communication, more motivation and productivity, and improved decision making, can greatly affect team performance. Strengthen your team by instilling high-performance norms and promoting seamless collaboration with Wrike’s intuitive work management software. Begin your free trial now and empower your team to achieve greater levels of success. Try Wrike for free Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

Improving Organizational Effectiveness: Strategies for Success

The grueling business world dictates that organizations must continually strive to improve their effectiveness to stay ahead of the competition and meet the ever-increasing demands of their customers. In this article, we’ll explore different strategies that can be employed to improve organizational effectiveness. We’ll start by defining organizational effectiveness and examining its key components, followed by the role of leadership, communication, employee engagement, and performance management in driving organizational effectiveness. Try Wrike for free Understanding Organizational Effectiveness At its core, organizational effectiveness refers to the extent to which an organization is successful in achieving its goals and objectives. It’s a multifaceted concept that encompasses various aspects of the organization's performance, including productivity, profitability, customer satisfaction, employee satisfaction, and overall competitiveness in the marketplace. Organizational effectiveness is a critical factor in the success of any organization. It’s a measure of how well an organization is able to achieve its goals and objectives while taking sustainability into account. Key Components of Organizational Effectiveness There are several components that contribute to organizational effectiveness, including leadership effectiveness, employee motivation and engagement, efficient and effective communication, effective use of technology, and employee training and development programs. Effective leadership: Leaders must be able to set clear goals and objectives, communicate effectively with employees, and provide the support and resources necessary for employees to achieve their goals. Employee motivation and engagement: In addition to meeting their goals, when employees are motivated and engaged, they're more likely to be productive. Efficient and effective communication: When communication is clear and timely, employees are better able to understand their roles and responsibilities, and they're more likely to work together effectively to achieve milestones. Effective use of technology: Technology can help organizations automate processes, improve efficiency, and enhance communication. Employee training and development programs: When employees receive the training and development they need to perform their jobs effectively, they're more likely to be productive and successful in their respective roles. Measuring Organizational Effectiveness Measuring organizational effectiveness is crucial for identifying areas for improvement, tracking progress over time, and making sound, data-driven decision to improve overall effectiveness. Leadership and Organizational Effectiveness Leadership can take many forms, from the charismatic and visionary leader to the quiet and steady hand that guides the ship. Regardless of the leadership style, effective leaders share certain qualities that set them apart from the rest. They’re able to communicate their goals clearly and inspire others to share in that vision while making tough decisions when necessary, but also listen to others’ input. They prioritize the needs of their employees and create a positive work environment that fosters collaboration, creativity, and innovation. To build trust and respect among employees, lead by example. Developing Effective Leadership Skills Creating effective leaders takes time and effort. Organizations can develop effective leadership skills through training and development programs, mentoring, and coaching. Effective leadership development programs should provide managers with the necessary knowledge and skills to motivate, inspire, and guide their teams. Furthermore, leadership development should not be a one-time event, as it’s an ongoing process integrated into the organization's culture. Fostering a Culture of Continuous Improvement Fostering a culture of continuous improvement is essential for maintaining organizational effectiveness over time. Effective leaders should encourage their employees to continuously improve their skills and performance, foster a culture of innovation and creativity, and encourage employees to take calculated risks. By creating a culture of continuous improvement, organizations can continuously learn and adapt to changing business environments and remain effective over the long term. Don’t just aim for small, incremental changes, try thinking outside of the box and pushing the boundaries of what is possible! Try Wrike for free Communication Strategies for Organizational Effectiveness Effective communication is critical for organizational effectiveness, and it requires a strategic approach that takes into account the unique needs and characteristics of the organization. The Importance of Clear and Open Communication Clear and open communication can confirm that employees understand their roles and responsibilities and are aware of organizational goals and objectives. Organizations should strive to create an environment where employees feel comfortable sharing their ideas and concerns, and where communication is considered a two-way street. The ultimate goal is to foster a sense of collaboration and teamwork in the long term. Consider establishing regular communication channels. This can include regular team meetings, where employees can discuss their progress and share their ideas and concerns. It can also involve email updates, internal newsletters, and social media. Also, make sure that all communication is tailored to the unique needs and characteristics of the organization. Take into account the organizational culture, the communication preferences of employees, and the types of information that are most important to share. Encouraging Feedback and Active Listening Encouraging employee feedback and actively listening to employee concerns will verify that organizational policies, practices, and procedures are effective and aligned with employee needs and expectations. The purpose is to have employees feel heard and valued. In conjunction with encouraging feedback, organizations should also strive to actively listen to employee concerns. Establish a system for receiving and responding to employee feedback, as well as taking the time to listen to individual concerns and ideas. By actively listening to employee concerns, organizations can ensure that they're able to respond effectively to employee needs and concerns and can help to foster a sense of trust and collaboration. Employee Engagement and Performance Management Employee engagement and performance management are vital components of organizational effectiveness. The Link Between Employee Engagement and Organizational Effectiveness Employee engagement is critical for organizational effectiveness. Engaged employees are more likely to be creative, innovative, and committed to achieving organizational goals. They're also more likely to provide excellent customer service and be more effective at delivering on the organization's mission and vision. When team members are engaged, they feel a sense of ownership and pride in their work, which leads to increased job satisfaction and, ultimately, better performance. Studies have shown that organizations with high levels of employee engagement have lower turnover rates, higher productivity, and greater profitability. Engaged employees are also more likely to be advocates for the organization, which can lead to increased brand loyalty and positive word-of-mouth advertising. Strategies for Boosting Employee Engagement Organizations can boost employee engagement by providing employees with opportunities for growth and development via training programs, mentorship opportunities, and career advancement paths. Recognizing and rewarding good performance by using bonuses, promotions, and public accolades for a job well done is a good example. Other examples include creating a supportive and inclusive work environment by promoting work-life balance, providing flexible work arrangements, and fostering a culture of respect and collaboration. Employee engagement surveys and feedback mechanisms can also help organizations to identify areas where they can improve engagement and create a more motivated and engaged workforce. Implementing Performance Management Systems By implementing effective performance management systems, organizations can ensure that their employees are aligned with the organization's goals and objectives and are contributing to the organization's overall effectiveness. When employees are held accountable for their performance and are given the support and resources they need to succeed, they're more likely to be engaged, motivated, and committed to the organization. Remember to establish clear performance expectations, provide consistent feedback and coaching, and reward good performance while addressing areas to improve upon! Conclusion Improving organizational effectiveness is necessary for organizations that want to thrive in today's competitive business environment. By focusing on leadership, communication, employee engagement, and performance management, companies can develop effective strategies for improving their effectiveness and achieving their goals. Ultimately, organizations that prioritize organizational effectiveness will be better equipped to adapt to changing business environments, outperform their competitors, and achieve long-term success. Try Wrike for free Discover seamless organizational collaboration and efficient project management with Wrike. Give it a try for free and experience the benefits for your team. Note: This article was created with the assistance of an AI engine. It has been reviewed and revised by our team of experts to ensure accuracy and quality.

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7 Strategies To Help You Turn Your Business Plans Into Action

9 May 2023 | Business , Frontpage News

If you want to initiate your business or look for strategies to turn your business idea into action, we have gathered different schemes to convert your plan into actual actions. This blog will help you to improve your business market by explaining essential approaches.

Why Is A Business Plan Important For Growth?

A business plan is a critical tool for the growth of a business. It serves as a roadmap that outlines the company’s objectives, strategies, and tactics for achieving its goals. A well-crafted business plan is a critical component for the success and growth of any business, whether it is a startup or an established company.

Not only does it help you gain the trust of investors and banks, but it also specifies the legal structure and business model of your venture, no matter whether you’ve opted for a franchise or joint venture. Pinpointing the perfect foundations for your business can help you craft a convenient tax strategy, identify your assets and liabilities, and better understand how to invest your funds to grow your business.

Ultimately, business plan helps align the company’s resources, talents, and efforts towards the common goal of business growth.

Approaches To Convert Business Plans Into Actions:

Starting a business is one thing, but turning your business plans into action is another. Going from an idea on paper to a fully functioning business can be challenging, but you can make it happen with the right strategies.

The following are seven definite strategies to help you turn your business plans into action:

1. Set Goals & Prioritise Them:

Setting goals is crucial in turning your business plans into action. Prioritising your goals is the first step in turning your business plans into action. You can only tackle some of your objectives at a time, so it is good to determine which goals are the most critical and focus on them first.

Take the time to evaluate your business objectives and determine which will significantly impact your company’s success. Once you have identified your top priorities, create a plan to accomplish them.

2. Create A Roadmap:

A roadmap is a plan that outlines the steps you need to take to achieve your business goals. It helps you stay on track and ensures that you are making progress towards your objectives. To create a roadmap, break down your business goals into smaller, more manageable tasks. Then, determine the order to complete these tasks and create a timeline for each.

Set specific deadlines for each task in your roadmap and hold yourself accountable for meeting them. Make sure your deadlines are realistic and achievable to stay energise

3. Involve Your Team:

Participation of the whole team is crucial in transforming your business plan into action. Including your team from the beginning of developing a business plan and other strategic plan elements is essential. In previous times, business owners preferred to create strategic plans; these plans have high risks of failure.

Therefore, building a business plan by including a whole team is a modern and successful method. Managers involved in strategic planning should brainstorm with their teams about projects and specific steps to include in the action plan and how to implement them. The idea is to take many great ideas, filter them to select the important ones, and make a short list to study in detail.

4.Establish Follow-up:

It is recommended to specify some measures to track the progress towards implementing the business plan. This approach becomes a milestone of successful task completion and a quantifiable measure to evaluate essential aspects of business, including revenue, profits, etc.

Also, deciding how you will follow up on the action plan is crucial to ensure steps are carried out. This can include internal reporting and regular meetings to discuss progress. Moreover, meetings are often held monthly, with a deeper review each quarter. Meetings help you recognise and reward employees for successes, identify where you’ve fallen behind and study why so you can take corrective action.

5. Work On Your Limitations:

It is good to evaluate your progress is essential to ensure that you are making progress towards your goals. Review your roadmap often and track your progress towards each objective. This approach will help you identify the obstacles where you are making progress and areas where you need to improve. Using this information to adjust your approach and keep on track is recommended.

Of all, if you are a smoker and addicted to the intake of nicotine, it is recommended to quit smoking to improve your productivity and use alternative methods, such as Elf bar e-cigarettes . Vaping is 95% safer than smoking and is also an economical choice.

6. Stay Optimistic:

Being a positive individual is essential for creating a successful business plan. A positive attitude can help you stay motivated, focused, and persistent in pursuing your goals. It can also lead to more creative problem-solving skills, better decision-making, stronger relationships, and increased resilience in the face of challenges. Therefore, it is crucial to cultivate a positive mindset when creating a business plan to increase your chances of success.

7. Keep Yourself Adaptable To The Environment:

Flexibility and adaptability are essential when turning your business plan into action. Be prepared to adjust your plan as you go along based on new information or changing circumstances. Stay open to new opportunities and ideas, and be willing to pivot if necessary to stay on track towards your goals.

Wrap-up Statement:

To summarise the explanation, it is concluded that it is one of the most crucial tasks to prepare a business plan for the growth of your business. For this concern, the above-discussed are some of the prominent strategies to convert a perfectly designed business plan into actions.

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Caps bs 11 term 2 week 2 – 3 transformation of a business plan into an action alan, topic – transformation of a business plan into an action plan.

Transformation of a business plan into an action plan (including Gantt charts and timelines) – collaboratively or independently

• Transformation of a business plan into an action plan (e.g. planning tools: Gantt charts or Work Breakdown Structure (WBS) with timelines and responsibilities, project planning)

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FACT SHEET: Delivering on the Biden- ⁠ Harris Administration’s Commitment to Democratic Renewal at the Third Summit for Democracy

President Biden launched the historic Summit for Democracy in 2021 to strengthen democratic institutions, protect human rights, and accelerate the fight against corruption, both at home and abroad.

At the first Summit, approximately 100 participating governments made over 750 commitments on a wide array of deliverables, including in the areas of advancing technology for democracy, media freedom, countering the misuse of technology, and improving financial transparency, gender equity and equality, and rule of law. The second Summit built on these efforts, convening government stakeholders, youth voices, civil society, and the private sector to demonstrate the power of cross-sectoral collaboration and amplify the importance of including diverse voices in these spaces. This year, the Republic of Korea hosted the third Summit for Democracy in Seoul under the theme “Democracy for Future Generations.”

The U.S. delegation in the ROK, led by Secretary of State Antony Blinken, highlighted U.S. efforts to strengthen democratic resilience, respect for human rights, and good governance globally. The Biden-Harris Administration has requested $11.8 billion in Democracy, Human Rights and Governance (DRG) foreign assistance, of which $5.8 billion has already been appropriated for Fiscal Years 2022 and 2023. The Administration intends to provide the remaining $6 billion over the next two years, subject to the availability of appropriations. During the Summit, the United States held a high-level, multi-stakeholder event on combatting the proliferation and misuse of commercial spyware, which not only threatens democratic institutions but also poses risks to global security.

Under President Biden’s leadership, the United States has taken concrete steps to advance previous commitments and initiatives launched over the past three years, which include:

Advancing Technology for Democracy:

In March 2023, President Biden signed the ground-breaking Executive Order Prohibiting the Use of Commercial Spyware that Poses Risks to National Security to prohibit U.S. Government use of commercial spyware that poses risks to national security and has been misused by foreign actors to enable human rights abuses.
In July 2023, the Department of Commerce imposed export controls on four commercial spyware entities , building on an initial tranche of Entity List designations in November 2021 .
In October 2023, the U.S. Government worked with 59 other countries at the Human Rights Council in Geneva to issue a joint statement on Heightened Risks Associated with Surveillance Technologies & the Importance of Safeguards .
In February 2024, the State Department announced a new visa restriction policy for individuals involved in or financially benefiting from the misuse of commercial spyware.
In February 2024, the Department of Commerce imposed export controls on a company that has enabled foreign governments to conduct mass web-monitoring, censorship, and surveillance of perceived political opponents and human rights defenders.
In February 2024, the United States joined the United Kingdom and France-led Pall-Mall Declaration , which brought together international partners and stakeholders to address the proliferation and irresponsible use of commercial cyber intrusion tools and services.
In March 2024, the Treasury Department imposed unprecedented financial sanctions targeting five commercial spyware entities and their leadership that have enabled the misuse of commercial spyware. This was the first time that the U.S. Government sanctioned actors involved in the misuse of commercial spyware.
In March 2024, the U.S. Government convened members of the investor community – during which the investors revealed voluntary principles and commitments – to discuss the role of trusted capital in advancing technology while promoting the values of free and open societies, including guarding against the misuse of commercial spyware and encouraging safe AI development.
Since its launch at the first Summit for Democracy, the U.S. Government has contributed more than $46 million to the Surge and Sustain Fund for Anti-Censorship Technology, including $31 million in 2023 alone, to support 30 million users of circumvention tools such as virtual private networks (VPNs) each month.

Supporting Free and Independent Media

USAID’s International Fund for Public Interest Media – announced at the second Summit for Democracy – has committed nearly $9 million in 32 grants across 16 countries to independent media outlets in urgent need of support and to strengthen their long-term sustainability. The U.S. Government’s initial seed funding of $20 million has leveraged an additional $32 million from 15 governments, philanthropies, and corporate entities.
The State Department launched two programs under its Journalism Protection Platform to combat impunity for violence against journalists and strengthen holistic security for journalists and independent media outlets, including those operating in exile.

Fighting Corruption

In December 2023, the United States assumed the presidency of the UN Convention against Corruption (UNCAC) Conference of the States Parties (COSP). At COSP, the United States secured consensus to adopt the U.S.-led Atlanta Declaration, which holds governments accountable to their UNCAC obligations and announced a new Presidential Proclamation restricting entry into the United States for those who enable corruption.
In 2023, the Department of the Treasury imposed sanctions on more than 130 individuals and entities engaged in corruption, spanning 17 countries, while the State Department issued public visa restrictions on more than 90 individuals from around the world for their involvement in significant corruption.
USAID kickstarted implementation of the Countering Transnational Corruption Grand Challenge for Development, with an initial focus on reducing corruption in the supply of green minerals. USAID also initiated new activities to seed a new investigative journalism network in Southeast Asia, strengthen public accountability in Zambia, and address Kremlin-backed strategic corruption in Eastern and Central Europe.
In September 2023, the State Department expanded its Transnational Anticorruption Partnership with the Federal Bureau of Investigations’ International Corruption Unit, which places regional anticorruption advisors in the field to build partners’ capacities to investigate and prosecute transnational corruption cases. This program, part of the U.S. Democracies against Safe Havens initiative to tackle kleptocracy, has upskilled law enforcement agencies in over 30 countries, resulting in dozens of new actionable leads, cases initiated, and instances of cross-border cooperation to hold kleptocrats and money launderers accountable.
In the past year, the United States has made historic strides in preventing corrupt and other illicit actors from laundering funds through anonymous companies and advancing rulemaking processes to guard against dirty money in the residential real estate sector and investment advising industry.

Bolstering Human Rights and Democratic Reformers

Since the first Summit, USAID’s Partnership’s for Democratic Development (PDD) has allocated $53 million to deepen relationships with democratic reformers and accelerate democratic development in nine countries. PDD will provide up to $52 million in additional funding in the coming year, subject to availability of funds, to expand democratic reform and ensure PDD partner countries are given the support they need to make their democratic transformation a reality.
Since announcing the Advancing Women’s and Girls’ Civic and Political Leadership Initiative at the first Summit, USAID has allocated over $15 million in nine focus countries to build and sustain women’s participation in political and civic engagement. USAID will provide up to $10 million in additional funding this year, subject to availability of funds.
The Community of Democracies (CoD) is working towards the 2024 launch of the global Youth Democracy Network, announced by the United States at the second Summit for Democracy. Ahead of the launch, the CoD YouthLeads, who will serve as the inaugural advisory board for the Network, are driving discussion on youth engagement in elections, including a new series of articles, “A Blueprint for Youth Electoral Engagement,” to showcase effective strategies and policies from around the globe that enhance youth participation in electoral processes. Defending Free and Fair Elections
Following a commitment made at the first Summit for Democracy, USAID has worked with more than 30 leading international organizations and elections networks to launch the Global Network for Securing Election Integrity (GNSEI) to promote electoral integrity in the face of critical threats to democracy. In 2024, GNSEI intends to develop and promote two electoral integrity priorities: one on principles to support democratic electoral reform processes and the other on safeguarding election management bodies’ independence in their interactions with other domestic agencies.
In 2023, USAID launched the Defending Democratic Elections Fund, which is helping to pilot and scale up approaches to addressing critical long-standing and emerging electoral integrity issues — including on strengthening information integrity and resilience – particularly during the period in between elections, when resources have often been scarce. This past year, USAID provided nearly $16 million in additional support across 17 countries to tackle issues like campaign finance reform, and barriers to women’s political participation.
The State Department contributed $25 million in new funding under the Political Accountability, Inclusivity, and Resiliency Support mechanism to promote political competition by building stronger connections between political parties and citizens.

At the third Summit for Democracy, the United States reiterated and expanded upon its commitment to bolstering democratic resilience and advancing human rights at home and abroad. Specifically, the U.S. delegation announced several new commitments and initiatives to further progress in the years ahead:

On March 18, Finland, Germany, Ireland, Japan, the Republic of Korea, and Poland signed the Joint Statement on Efforts to Counter the Proliferation and Misuse of Commercial Spyware , which was launched by an initial group of 11 like-minded countries at the second Summit for Democracy, expanding the coalition of countries committed to implementing robust guardrails against misuse of commercial spyware. The Joint Statement affirms the threat posed by the misuse of commercial spyware and countries commit to working within their domestic systems to establish robust guardrails to counter the proliferation and misuse of this sophisticated surveillance technology.
The Biden-Harris Administration aims to provide financial support, working with Congress and subject to appropriated funds, to committed partners like the Platform for the Engagement of Civil Society, to coordinate the ongoing work of the Summit, including future convenings, and to build networks among the existing democratic renewal architecture.
The United States, led by USAID, will convene a meeting to galvanize momentum for the next Summit gathering and to show our continued commitment to democratic renewal around the world on the margins of the United Nations General Assembly session in September 2024.
On March 17, USAID launched the Advancing Digital Democracy (ADD) Academy, building upon the ADD initiative announced at the second Summit for Democracy. In partnership with multinational technology firms, the ADD Academy will offer essential skills training in cybersecurity, data privacy, cloud computing, and responsible AI, among other topics. In the initial phase, ADD Academy intends to work with technology partners Cloudflare, Google, and Microsoft.
On March 18, the State Department released U.S. Guidance for Online Platforms on Protecting Human Rights Defenders (HRDs) Online, which highlights best practices online platforms can take to prevent, mitigate, and provide remedy for actions targeting HRDs online, building on joint guidance recently released by the U.S. and the EU through the U.S.-EU Trade and Technology Council.
Through the Global Partnership for Action on Gender-Based Online Harassment and Abuse, which was announced during the first Summit, the United States and UK are developing a response framework for coordinated, evidence-informed action to prevent, disrupt, and reduce the spread of targeted online campaigns against women political and public figures and human rights defenders, which will be informed through a first-of-its-kind global conference on countering gendered disinformation held in Kenya on March 25-27, 2024. Complementing the goals of this framework, in January 2024 the State Department announced a new Global Technology-Facilitated Gender-Based Violence (TFGBV) Rapid Response Fund for women politicians, political candidates, and civil society leaders who have experienced extreme forms and/or threats of TFGBV and need urgent access to flexible resources to meet their immediate needs.
On March 20, the United States released its second National Action Plan on Responsible Business Conduct, which outlines efforts to expand U.S. government guidance to and coordination with external stakeholders on responsible business conduct, strengthen federal procurement processes related to human rights, and promote access to remedy for those harmed by irresponsible business conduct.

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Unilever to accelerate Growth Action Plan through separation of Ice Cream and launch of productivity programme

Published: 19 March 2024

Average read time: 5 minutes

Unilever today announced steps to accelerate its Growth Action Plan (GAP) through the separation of Ice Cream and the launch of a major productivity programme.

The Board believes that Unilever should be increasingly focused on a portfolio of unmissably superior brands with strong positions in highly attractive categories that have complementary operating models. This is where the company can most effectively apply its innovation, marketing and go-to-market capabilities. Ice Cream has a very different operating model, and as a result the Board has decided that the separation of Ice Cream best serves the future growth of both Ice Cream and Unilever.

Following separation, Unilever will become a simpler, more focused company, operating four Business Groups across Beauty & Wellbeing, Personal Care, Home Care and Nutrition. These Business Groups have complementary routes to market, and/or R&D, manufacturing and distribution systems, across both developed markets and Unilever’s extensive emerging markets footprint.

The separation of Ice Cream will assist Unilever’s management to accelerate the implementation of its GAP, announced in October 2023, which is focused on doing fewer things, better, with greater impact to drive consistent and stronger topline growth, enhance productivity and simplicity, and step up Unilever’s performance culture. In addition, Unilever will continue to optimise its portfolio within the four Business Groups towards higher growth spaces and through brands with global reach or significant potential to scale.

Separation of Ice Cream

The Unilever Board is confident that the future growth potential of Ice Cream will be better delivered under a different ownership structure. Ice Cream has distinct characteristics compared with Unilever’s other operating businesses. These include a supply chain and point of sale that support frozen goods, a different channel landscape, more seasonality, and greater capital intensity.

The separation of Ice Cream will create a world-leading business, operating in a highly attractive category, with brands that together delivered turnover of €7.9 billion in 2023. The business has five of the top 10 selling global ice cream brands including Wall’s, Magnum and Ben & Jerry’s, with exposure in both the in-home and out-of-home segments across a global footprint.

Under new leadership, Ice Cream is already making significant operational changes at pace that are expected to drive stronger performance. These include improved productivity and efficiencies, product rationalisation, and investment behind significant innovations.

As a standalone, more focused business, Ice Cream’s management team will have operational and financial flexibility to grow its business, allocate capital and resources in support of the company’s distinct strategy, including further optimising its manufacturing and logistics network, and developing wide-reaching, flexible, distribution channels over and above the changes that are currently under way in the business.

A demerger of Ice Cream is the most likely separation route, and in that case we expect the company to operate with a capital structure in line with comparable listed companies. Other options for separation will be considered to maximise returns for shareholders. The costs and operational dis-synergies relating to the separation of Ice Cream will be determined by the precise transaction structure chosen.

Separation activity will begin immediately, with full separation expected by the end of 2025. Further information will be provided in due course.

Launch of productivity programme

Building on the early momentum of GAP we have identified additional efficiencies that can now be accelerated. In addition to the portfolio changes, Unilever intends to launch a comprehensive productivity programme, driving focus and faster growth through a leaner and more accountable organisation, enabled by investment in technology.

The productivity programme is anticipated to deliver total cost savings of around €800 million over the next three years, more than offsetting estimated operational dis-synergies from the separation of Ice Cream. Incremental net savings from the programme beyond dis-synergies will provide flexibility for accelerated growth investments behind our brands and R&D, and support margin improvement over time. The programme will further reduce complexity and duplication through technology-led interventions, process standardisation and operational centres of excellence to drive efficiencies.

The proposed changes are expected to impact around 7,500 predominantly office-based roles globally, with total restructuring costs now anticipated to be around 1.2% of Group turnover for the next three years (up from the around 1% of Group turnover previously communicated). These proposals will be subject to consultation.

Enhanced medium-term guidance

The separation of Unilever and Ice Cream in combination with the productivity programme will ensure that Unilever’s financial and management resources are focused on its strongest, global or scalable brands. These will have the capability to drive category expansion and deliver accelerated, sustainable levels of growth and improved profitability. After separating Ice Cream and implementing the productivity programme, Unilever will have a structurally higher margin. Post separation, Unilever aims to deliver mid-single digit underlying sales growth and modest margin improvement.

Ian Meakins, Chair of Unilever said: “The Board is determined to transform Unilever into a higher-growth, higher-margin business that will deliver consistently for all stakeholders. Improving our performance and sharpening our portfolio are key to delivering the improved results we believe Unilever can achieve.

“The separation of Ice Cream and the delivery of the productivity programme will help create a simpler, more focused, and higher performing Unilever. It will also create a world-leading ice cream business, with strong growth prospects and an exciting future as a standalone business.”

Hein Schumacher, CEO of Unilever said: “Under the Growth Action Plan we have committed to do fewer things, better, and with greater impact. The changes we are announcing today will help us accelerate that plan, focusing our business and our resources on global or scalable brands where we can apply our leading innovation, technology and go-to-market capabilities across complementary operating models.

“Simplifying our portfolio and driving greater productivity will allow us to further unlock the potential of this business, supporting our ambition to position Unilever as a world-leading consumer goods company delivering strong, sustainable growth and enhanced profitability.

“We are committed to carrying out our productivity programme in consultation with employee representatives, and with respect and care for those of our people who are impacted.”

What is Transit Regional Network Management?

A VTA light rail train and Amtrak train stopped side by side at a station.

A vision for a world-class network

The Bay Area needs a world-class, reliable, affordable, efficient and connected transportation network that meets the needs of Bay Area residents, businesses and visitors. Regional coordination will help get us there.

A banner outside of a home in San Francisco that reads Number 7 bus Number 1 fan.

What is Transit RNM?

Typically, a Transit RNM is a lead agency with authority and responsibility for the “bird’s eye view” of the transit network, covering everything from fares to service reliability, safety and cleanliness. The transit RNM makes sure the system works for everyone.

Aerial above a San Francisco Bay Ferry boat gliding on the bay at sunset.

Who is the Bay Area’s Transit RNM?

While the Bay Area currently does not have a Transit RNM, MTC, the region's transportation planning, financing and coordinating agency, is leading the way — in partnership with transit agencies and many others.

Kickoff: The Transit Transformation Action Plan

Improvements to the Bay Area’s transit system will be guided by the Transit Transformation Action Plan , reshaping the region’s transit system into a more connected, more efficient and more rider-focused mobility network.

San Francisco 4th and King Caltrain station at night.

What progress has been made so far?

The Transit Transformation Action Plan identified 27 actions across five areas. Priority projects include efforts to improve transit fare policies, mapping and wayfinding, and transit priority.

An AC Transit Tempo bus rapid transit vehicle at a station.

Regional collaboration

There are three MTC meeting bodies – the RNM Committee, the RNM Customer Advisory Group and the RNM Council – made up of elected officials, transit agency leaders, advocacy groups, riders, and others that will move the work of the Transit Transformation Action Plan forward.

Members of the Regional Network Management Customer Advisory Group.

Get involved in the future of Bay Area transit.

Attend a meeting and share your thoughts!

Western banks warn of risks in EU plan to grab Russian assets, sources say

The European Central Bank (ECB) presents the new 50 euro note at the bank's headquarters in Frankfurt

Banks fear confiscation may expose them to litigation
Indemnities may be tough to design, not protect banks
Kremlin says proposals would undermine international law

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Additional reporting by Gleb Stolyarov and Kirstin Ridley in London; Editing by Elisa Martinuzzi and Alexander Smith

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Chief companies correspondent for Russia, Alexander covers Russia’s economy, markets and the country's financial, retail and technology sectors, with a particular focus on the Western corporate exodus from Russia and the domestic players eyeing opportunities as the dust settles. Before joining Reuters, Alexander worked on Sky Sports News' coverage of the 2016 Olympics in Brazil and the 2018 World Cup in Russia.

HGTV's Flipping 101, host Tarek El Moussa begins a garage renovation with homeowners in Los Angeles

China scrutinises PwC role in $78 bln Evergrande fraud case, Bloomberg News reports

Chinese authorities are examining the role of PricewaterhouseCoopers(PwC) in China Evergrande Group's accounting practices after the developer was accused of a $78 billion fraud, Bloomberg News reported on Friday.

Envision Board Must Face Employee Stock Ownership Plan Lawsuit

By Jacklyn Wille

Envision Management Holding Inc.'s board of directors must face a lawsuit over the company’s employee stock ownership plan in a case that’s already been to the Tenth Circuit, a district judge said.

Judge Charlotte N. Sweeney on Thursday denied the board’s motion to dismiss , saying the case involved factual disputes that should be resolved after discovery. Sweeney, who sits in the US District Court for the District of Colorado, announced her decision in a short docket entry that didn’t include a lengthy analysis of the case.

The proposed class action targets a 2017 transaction in which the medical imaging ...

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What is business transformation?

For years now , transformation has been a catchall term for how organizations make the right moves to achieve their full potential. Companies usually aim to deliver healthy financial performance and organizational effectiveness before focusing on higher growth, new strategies, and tech-enabled solutions.

But the pace of change means that waiting to “earn the right to grow” is no longer the best strategic or financial option. Just a few trends tell the story: new digital entrants are disrupting industries, with many capturing more value and significantly higher equity valuations than incumbents; ecosystem-based strategies are gaining ground; companies committed to environmental, social, and governance (ESG) criteria are increasingly standing out; and talent is a bigger priority than ever in the C-suite, as leaders try to ramp up the right capabilities to create value.

In such a dynamic business environment, focusing on new ways of working, new capabilities, and new technologies is the way forward. Yet transformations are not easy to get right. Research by McKinsey has long documented that enterprise-wide transformation is difficult, with less than a third of transformations reaching their goals to improve organizational performance and sustain these improvements over time.

Here’s what years of research have taught us about how to launch a holistic and enduring business transformation.

Learn more about McKinsey’s Transformation Practice.

Why begin a transformation program?

Many companies turn to transformation because their leaders seek to capture untapped potential or to realize gains in growth or efficiencies.

While the most successful transformations address most of an organization’s value creation opportunities, some transformations focus on a particular theme (for example, a workforce transformation to adopt agile working methods ).

Almost all transformations are “digital transformations” because they require new investments in technology and tech-enabled processes. But some digital-transformation initiatives are so significant that they are large, stand-alone efforts.

Companies undertake transformation in pursuit of a number of goals, including tackling urgent external challenges (disruptive, new market entrants), industry discontinuities (technology is changing consumer behavior), or macroeconomic pressures such as supply chain woes.

Many organizations adopt transformation methodologies to achieve broader strategic goals, such as creating value from ESG; making big M&A and portfolio moves ; and prioritizing diversity, equity, and inclusion principles for greater impact.

Who’s involved in a transformation?

The CEO helps a transformation succeed by communicating its significance, modeling the desired changes, building a strong top team, and getting personally involved.

The chief transformation officer (CTO) , a C-suite role that is becoming more prominent in many sectors, is the high-level orchestrator of the transformation process . The CTO should be an extension of the CEO, with the mandate and authority to make decisions about personnel, investments, and operations. The CTO may be in charge of hundreds of initiatives, but responsibility for making day-to-day decisions and implementing those initiatives lies with line leaders, transformation managers, and others.

Circular, white maze filled with white semicircles.

Introducing McKinsey Explainers : Direct answers to complex questions

While C-suite attention is crucial, a lot more people are needed to make a transformation work—often 25 percent or more of the workforce. These employees play transformation-specific roles, such as work-stream lead or initiative owner. But what is the minimum level of employee involvement needed to guarantee transformation success? McKinsey recently looked at data from 60 organizations that are at least two years into their transformations and found that transformations with at least 7 percent of employees owning part of the transformation are twice as likely to deliver better total shareholder returns. While 7 percent may seem like a small number, even at a medium-size organization that can mean hundreds of employees.

Learn more about McKinsey’s Transformation Practice.

How do transformation leaders achieve their goals?

The most successful transformations turn ideas into detailed business plans with trackable, time-bound metrics to measure outcomes. Ultimately, these business plans should result in value creation, cost savings, growth opportunities, and other improvements.

Many transformations are enabled by a central transformation office (TO), with the CTO at the helm. The TO defines goals, models new ways of working , and ensures that the overall program and specific work streams stay on track. It also offers a repository for leaders to get help when faced with difficulties and to develop new skills.

Typically, the TO enables results through weekly, action-oriented meetings. Attendees can include a sponsor for each work stream and other key initiative owners, plus representation from finance and the CTO.

Beyond the transformation plan, the TO helps to ensure that the organization changes the way it works over the long term, so that the company doesn’t revert to old ways as transformation initiatives are completed.

What makes transformations successful?

According to a McKinsey Global Survey , three core actions are especially predictive of transformations that capture the most value:

Using an objective fact base to identify opportunities for improvement. The more thoroughly an organization uses facts to assess the maximum financial benefit from a transformation, the more confidence leaders will have to pursue ambitious yet realistic targets that reflect the transformation’s full potential.
Communicating a compelling reason for why a transformation is necessary. Simply protecting the bottom line isn’t enough; leaders need to explain why employees should do things differently. If people don’t understand what the transformation means for their daily work, as well as for overall business goals, their mindsets and behavior won’t change and organizational health will suffer. Role modeling, developing talent and skills, and fostering understanding and conviction are ways to make sure people are brought on board and stay there.
Matching the company’s best talent to its most crucial initiatives. This action emphasizes the importance of linking business and talent priorities by creating a clear view of where value is generated in the company, and who in the organization has the ability to deliver that value.

McKinsey research also shows that the execution stage—embedding transformation disciplines into business-as-usual structures, processes, and systems—is key to generating value. Companies that have undergone successful transformations are more likely than others to have made substantial changes to their annual business planning processes and review cycles, from executive-level weekly briefings and monthly or quarterly reviews to individual performance dialogues.

When it comes to widespread results, generous and specific financial incentives are one of the most effective tools to motivate employees. According to McKinsey analysis , companies that implemented financial incentives tied directly to transformation outcomes achieved almost a fivefold increase in total shareholder returns compared with companies without similar programs. In tandem, a well-crafted program of nonfinancial incentives can create a higher level of energy and excitement across the organization and boost employees’ discretionary efforts.

Finally, speed is of the essence. Companies with top-quartile financial performance typically capture 74 percent of their transformations’ value within the first 12 months. That value can be reinvested in new initiatives, creating a virtuous circle of improvement.

Learn more about McKinsey’s Transformation Practice .

Why do transformations fail?

Several additional behaviors can put a transformation at risk:

Declaring victory too early. In successful transformations, companies typically turn their initial burst of idea generation into an achievable, rigorous plan within a few short months. Unsuccessful transformations don’t sustain that early impact. This can happen for a number of reasons: for example, if budgets don’t stay aligned with objectives, performance and governance discipline can trail off.
Not establishing clarity on resources. Without clear owners and accountability for actions, it’s impossible to embed rapid decision making and to reinforce new mindsets to keep the transformation moving.
Failing to refine as they go. No single action, or group of actions, defines transformation success. However, leaders who invest in tangible changes to business-as-usual structures, processes, and systems; prioritize transformations as the main event; and maintain a long-term mindset can give their organization the best chance at achieving the full potential of its transformation. According to McKinsey research on successful business transformations , many companies restocked their number of initiatives by as much as 70 percent after the first year. That’s a sure way to maintain momentum for the challenges ahead.

Learn more about McKinsey’s Transformation Practice, and click here to check out business-transformation-related job opportunities if you’re interested in working at McKinsey.

Articles referenced:

“ Meet the newest member of the consumer C-suite: The chief transformation officer ,” December 5, 2022, AD Bhatia, Kevin Carmody , Rebecca Johnson, Emily Rizzi, Jim Scott, and Kristi Weaver
“ You can’t move too fast: A conversation with Andy Penn ,” September 6, 2022, Wesley Walden
“ The powerful role financial incentives can play in a transformation ,” January 19, 2022, Hugh Bachmann, Robin Ligon, and Dominic Skerritt
“ Losing from day one: Why even successful transformations fall short ,” December 7, 2021
“ How many people are really needed in a transformation? ,” September 23, 2021, Laura London, Stephanie Madner, and Dominic Skerritt
“ The numbers behind successful transformations ,” October 17, 2019, Kevin Laczkowski , Tao Tan, and Matthias Winter
“ The wisdom of transformations: How successful CEOs think about change ,” July 23, 2019, Oliver Bladek, James Deighton, Alison Dunn, Tip Huizenga, and Wesley Walden

Want to know more about business transformation?

Losing from day one: Why even successful transformations fall short

Meet the newest member of the consumer C-suite: The chief transformation officer

The numbers behind successful transformations

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9. 30-Day Action Plan. Like the 30-60-90 day action plan, the 30-day action plan is a set of steps that you need to take within 30 days to achieve the specific goal. If the project is going to take not more than 30 days or if you want to finish the project in 30 days, this action plan template is perfect for you.
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