The strategy focuses on countering an unfavorable organizational restructuring that marginalizes current executive director roles. The first step is building a coalition of colleagues who share similar objections to the proposed changes. This coalition is tasked with developing joint talking points and a document proposing alternative structures. A critical element is engaging with board members to informally gauge their support and to have coalition representatives meet with the acting CEO for negotiations.
The second step involves presenting a well-researched counter-proposal. This requires analyzing organizational needs, researching successful structures in similar entities, and gathering supporting data and case studies. Collaboration with human resources and external experts is encouraged to strengthen the proposal further.
Lastly, leveraging stakeholder influence is vital. Key stakeholders who are influential in the Board are identified and engaged. Meetings are held to align interests, and stakeholders are encouraged to address concerns during Board discussions. Feedback from these stakeholders helps refine arguments and improve alignment with organizational goals.
The strategies
⛳️ Strategy 1: Build a coalition
- Identify key colleagues who share your concerns about the proposed structure
- Organise a meeting to discuss collective objections and gather ideas
- Develop joint talking points for consistency in messaging
- Create a proposal document highlighting alternative structures
- Seek informal feedback from trusted board members to gauge their stance
- Encourage coalition members to discuss concerns with their respective teams
- Prepare a joint statement or letter to be submitted to the Board
- Nominate coalition representatives to meet with the acting CEO for negotiation
- Ensure coalition members are present in all meetings to voice concerns
- Plan follow-up meetings to evaluate progress and adjust the strategy
⛳️ Strategy 2: Present a well-researched counter-proposal
- Analyse the current organisational needs and budget limitations
- Research successful organisational structures in similar entities
- Identify key roles and responsibilities crucial for operational success
- Compile data and case studies that support your alternative proposal
- Draft a clear and comprehensive organisational structure proposal
- Highlight the benefits of the counter-proposal over the suggested structure
- Engage with human resources for insights on personnel management
- Seek external expert evaluations to strengthen your proposal
- Prepare a concise presentation for the Board meeting
- Submit the counter-proposal ahead of the meeting for prior review
⛳️ Strategy 3: Leverage stakeholder influence
- Identify stakeholders who have significant influence over the Board
- Engage with these stakeholders to share concerns about the proposal
- Schedule one-on-one meetings with influential stakeholders to discuss implications
- Develop targeted messages addressing each stakeholder's interests
- Provide stakeholders with detailed briefs on the proposal's potential impact
- Utilise stakeholder feedback to refine your arguments and counter-proposals
- Involve stakeholders in coalition meetings to ensure alignment
- Propose a stakeholder-backed workshop to evaluate alternative structures
- Ensure stakeholders are prepared to address concerns in the Board meeting
- Follow up with stakeholders post-meeting to discuss next steps and outcomes
Bringing accountability to your strategy
It's one thing to have a plan, it's another to stick to it. We hope that the examples above will help you get started with your own strategy, but we also know that it's easy to get lost in the day-to-day effort.
That's why we built Tability: to help you track your progress, keep your team aligned, and make sure you're always moving in the right direction.
Give it a try and see how it can help you bring accountability to your strategy.
