STRATEGIC PLANNING MEETING February 8 2012 OHIO STATE HIGHWAY PATROL RETIREMENT SYSTEM STRATEGIC PLANNING MEETING FEBRUARY 8 2012 1000AM 330PM AGENDA WelcomeColonel John Born Welcome Academy Staff Officer ID: 564215
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Slide1
Highway Patrol Retirement System
STRATEGIC PLANNING MEETING
February 8, 2012Slide2
OHIO STATE HIGHWAY PATROL RETIREMENT SYSTEM
STRATEGIC PLANNING MEETING
FEBRUARY 8, 2012
10:00AM – 3:30PM
AGENDA
Welcome-Colonel John Born
Welcome Academy Staff Officer
Welcome – HPRS Executive Director Mark Atkeson
Introductions
What is Strategic Planning
Establishing Group Norms
Future strategic planning meeting dates
Why are we here? Where are we going? How will we get there?
Group
process- scribe, timer, reporter
SWOT–Small group/large
group/reporting
HPRS Values
Mission Statement- Small group/large group/reporting
Vision Statement- small group/large
group/reportingSlide3
STRATEGIC PLANNING-AGENDA CONTINUED
HPRS COMPETITIVE ADVANTAGE
STRATEGIC OBJECTIVES
STRATEGIES
SHORT TERM GOALS/PRIORITIES/INITIATIVES
ACTION ITEMS AND PLANS
METRICSSlide4
STRATEGIC PLANNING:
Strategic Planning (SP) is an organization’s process of defining its strategy, or direction, and making decisions on allocating its resources to pursue this strategy. In order to determine the direction of the organization, it is necessary to understand its current position and the possible avenues through which it can pursue a particular course of action. SP is viewed as a process for determining where an organization is going over the next year or-more typically- 3-5 years.Slide5
Discussion Norms:
We agree that everyone has an equal voice.
We agree to not interrupt each other.
We agree to call each other by our first names- no rank.
We agree we will ask questions for clarification.
We agree to express ourselves in terms of our personal needs and interests and the outcomes we wish to realize.
We agree to listen respectfully and sincerely and try to understand the other person’s position.
We agree that if we do not agree with a persons position we will try to understand the other persons perspective.Slide6
Discussion Norms- continued
8. We agree to work toward consensus in all group discussions and to use the HPRS special method that allows everyone to heard, treated with respect and dignity.
9. We will use our time to work toward what we perceive to be our most constructive and positive recommendations.Slide7
GROUP DISCUSSION NORMS
ALL IDEAS ARE WELCOME- NO MATTER HOW UNUSUAL, SILLY OR FAR OUT THEY SEEM
BE CREATIVE
BUILD ON OTHER’S IDEAS
DO NOT CRITICISE OR JUDGE
DO NOT FROWN, GROAN OR LAUGH Slide8
HPRS CONSENSUS TOOL
How to gain consensus of options using 1-5 fingers
:
1
Finger
= I strongly support the option or proposed solution.
2 Fingers
= I support the option or proposed solution.
3 Fingers
= I can live with the options or solution; I am not opposed.
4 Fingers
= I oppose the option or solution but can move forward for the sake of progress. I will not criticize the collective solution because my interests were responsibly received and respectfully addressed.
5 Fingers
= I block the option or proposed solution meaning I cannot support it as I currently understand it or as it is currently proposed.
Slide9
Future Meeting Dates
It has been suggested we meet the first Wednesday of every month- Bean Day?
…..Slide10
WHY ARE WE HERE?
WHERE ARE WE GOING?
HOW WILL WE GET THERE ?Slide11
The Group Process:
Group process refers to how an organization's members work together to
get
things done. Typically, organizations spend a great deal of time and energy
setting
and striving to reach goals but give little consideration to what
is
happening between and to the group's greatest resource - its members.
Group decisions have been proven to be better than individual decisions when members fully participate and express their interests and work toward group consensus.Slide12
Group process elements required for effectiveness:
Follow group norms
Full participation
Group scribe
Time keeper
ReporterSlide13
SWOT
STRENGTHS
WEAKNESSES
OPPORTUNITIES- RISKS
THREATSSlide14
HPRS VALUES
A value is a belief, a mission, or a philosophy that is meaningful. Whether we are consciously aware of them or not, every individual has a core set of personal values. Values can range from the commonplace, such as the belief in hard work and punctuality, to the more psychological, such as self-reliance, concern for others, and harmony of purpose.
The
key point to keep in mind about values is that implementing them
energizes
everything concerned with it. For an individual, committing to and applying values releases fresh energies, which always attract success, achievement, and well-being. Likewise,
when organizations
or other institutions adopt values, individuals working at the organization become energized, as do its
members,
its products and services, and everyone and everything else associated with that organization.Slide15
MISSION STATEMENT
WHO WE ARE
WHAT WE DO
WHO WE DO IT FOR
Slide16
VISION STATEMENT
WHERE ARE WE HEADED AS ARETIREMENT SYSTEM, WHAT WILL WE LOOK LIKE IN FIVE TO TEN YEARS?Slide17
Pfizer
We will become the world's most valued company to patients, customers, colleagues, investors, business partners, and the communities where we work and live.
GM
GM’s vision is to be the world leader in transportation products and related services. We will earn our customers’ enthusiasm through continuous improvement driven by the integrity, teamwork, and innovation of GM people.
Honda
1970: We will destroy Yamaha
Current: To Be a Company that Our Shareholders, Customers and Society Want
Volkswagen
At Volkswagen they don’t use the word “Vision” – rather, they word it like this:
Our strategy pursues a clear objective: By 2018 the Volkswagen Group is to be the world’s most successful and fascinating automobile manufacturer – and the leading light when it comes to sustainabilitySlide18
Sony
1950s: Become the Company most known for changing the worldwide poor-quality image of Japanese products
Current: Sony is a leading manufacturer of audio, video, communications, and information technology products for the consumer and professional markets. Its motion picture, television, computer entertainment, music and online businesses make Sony one of the most comprehensive entertainment companies in the world.
Slide19
Nike
1960s: Crush
Adidas
Current:
To
be the number one athletic company in the world
Note: Browsing through the web I have found that many people confuse Mission statements with Vision statements – for instance, I have found several websites claiming that Nike’s Vision statement is: “To bring inspiration and innovation to every athlete in the World” – but this is Nike’s Mission statement. A Vision statement by definition is something you want to become, to achieve, it is a seductive image of an ideal future – whereas a Mission statement explains the purpose of the organization – why it exists – it captures the organization’s soul. Slide20
HPRS COMPETITIVE ADVANTAGE
ARE WE DIFFERENT FROM THE OTHER SYSTEMS?
WHAT ARE THOSE DIFFERENCES?
WHY SHOULD WE BE A SEPARATE RETIREMENT SYSTEM?Slide21
STRATEGIC OBJECTIVES
CONNECT THE MISSION TO THE VISION
STRATEGIC OBJECTIVES ARE LONG TERM
HOLISTIC OBJECTIVES ENCOMPASS FOUR AREAS:
FINANCIAL
CUSTOMER/MEMBER
OPERATIONAL
PEOPLESlide22
STRATEGIES
ESTABLISH A GUIDE THAT MATCHES THE ORGANIZATION’S STRENGTHS WITH OPPORTUNITIES TO POSITION THE ORGANIZATION IN THE MIND OF THE CUSTOMER/MEMBER/LEGISLATURE.
HOW DOES YOUR STRATEGIES MATCH YOUR STRENGTHS WITH HOW WELL THE ORGANIZATION WILL PROVIDE VALUE TO HPRS AND BE PERCEIVED BY THE MEMBERSSlide23
GOALS CONVERT THE STRATEGIC OBJECTIVES INTO SPECIFIC PERFORMANCE TARGETS.
EFFECTIVE GOALS STATE WHAT, WHEN.HOW AND WHO AND ARE SPECIFICALLY MEASURABLE
SHORT-TERM GOALS/PRIORITIES/
INITIATIVESSlide24
ACTION ITEMS AND PLANS
ACTION PLANS LEAD TO IMPLEMENTING GOALS
ACTION PLANS MUST BE COMPREHENSIVE ENOUGH TO ACHIEVE GOALSSlide25
METRICS
QUANTITATIVE PERFORMANCE MEASURES TO TRACK AND MONITOR TO ASSURE YOU ARE ACHIEVING YOUR GOALS