Strategy Development » Maura Doyle

By: Maura Doyle  05/12/2011
Keywords: Change Management

The range of possible futures confronting your business is great.  Companies which nurture flexibility, awareness and resilience are more likely to survive crises and even to prosper (McKinsey Quarterly, 2009).  Strategy development is an iterative process and should involve people from right across the business.

I can facilitate you to carry out robust analysis, have great conversations, create deep understanding and make quality decisions.  We’d cover the territory outlined below, but do so in a pragmatic, high-energy manner to ensure you maintain interest and momentum throughout.

Mission and Preliminary Aspirations

  • Why are you in business?
  • What are you trying to accomplish?
  • What is the height of your ambition?

Current Context

  • How has your organisation evolved?
  • What has led to your success to date?
  • What do your clients admire most?
  • What challenges and opportunities are presenting?
  • Why the need to develop strategy now?

External & Internal Environment:

  • What trends and developments are affecting your business?
  • What are the potential implications of these trends for your business?
  • Explore potential scenarios; what could happen that you haven’t yet considered?
  • Identify your internal strengths and weaknesses
  • Identify the opportunities and threats posed by the external environment
  • Understand current and potential stakeholders; their level of importance and degree of support


  • Explore what you aspire to become and achieve.  It should be clear and compelling and stimulate movement.  It can be a one-liner or a more  comprehensive view of the future – which ever best suits your needs.

Strategic Options

  • Explore all options before testing and deciding which to pursue
  • Engage key stakeholders, (including employees, as appropriate) to validate assumptions and decisions
  • Review organisation implications and overall risks / benefits

Strategy and Initiatives

  • Agree priorities, goals, key actions, timescales, owners, resources and measures

Implementation Plan

  • Establish an implementation team, along with appropriate governance
  • Engage employees to create understanding, share ownership and build commitment
  • Develop an implementation plan, incorporating good change management principles
  • Have clear objectives and milestones providing all with a clear sense of direction, informing all activity

Keywords: Change Management

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Executive Coaching » Maura Doyle

If it is an organisation-wide programme to create a coaching culture, I will facilitate the organisation to harvest the organisational learning by facilitating a discussion around any systemic issues that present. If trust is established and the client feels I am the right coach for them, we then discuss outline goals and agree a timeframe for the coaching sessions and a method for evaluating success.


Team Development » Maura Doyle

This is a tailored intervention to clarify what the team is there to do and how it will do it. Translate knowledge into action and commit to act individually and as a team. It provides a supportive and challenging environment for the team to. Develop commitment to a common purpose and vision for the team. Identify helpful processes for getting things done. I will outline two typical interventions I offer.


Change Management » Maura Doyle

Through a change program that is fit for purpose; managing expectations and deliverables, capturing and applying the learning, acknowledging success, managing resistance, measuring and realizing the business benefits. Ensure that all elements support the change; making whatever adjustments are needed to structure, culture, leadership style, skills, competencies and key processes to support the change.


Meeting Design & Facilitation » Maura Doyle

If you choose to engage a facilitator, they can take responsibility for the process so the management team can concentrate on the meeting or workshop. I am skilled at meeting/workshop design and group facilitation and can provide an intervention to meet your organisation’s specific requirements. Leadership should speak with one voice, expressing the same key messages and conveying similar values and behaviours.