Strategic Planning Frameworks

Every broken team traces back to one fracture: Trust. Fix it and you fix everything. Jessica Sajan and I experienced this firsthand when we were doing for the senior leadership at Bhakti Vedanta Hospital some years back. We had come to deliver a workshop on Building Trust. The plan looked simple: – Teach the essence of trust – Share a proven framework – Guide a leadership intervention But here’s the thing about trust: it doesn’t stay in the slides. It shows up in the room. The moment leaders engaged with the Reina Trust Building® Framework created by Dennis Reina, PhD and Michelle Reina, PhD, the shift was undeniable. It’s built on The Three Pillars of Trust: 1/ Trust of Character — integrity lowers walls. Why it matters: Without integrity, alignment and collaboration collapse. 2️/ Trust of Communication — openness unlocks vulnerability. Why it matters: Honest dialogue creates safety, and safety fuels innovation. 3️/ Trust of Capability — competence sparks confidence. Why it matters: Teams only move forward when they believe in each other’s skills. When these three align, something bigger happens: → Teams transform. → Cultures heal. → Leaders rise. This wasn’t a session. It was trust rewriting the rules of leadership. Here’s the truth: Techniques create polish Trust creates transformation Key Takeaways for You: A Proven Framework — The Reina model gives leaders a practical way to identify, measure and repair trust fractures. Culture at the Core — When character, communication, and capability align, entire teams shift. Transformation over Technique — Trust isn’t learned in theory; it’s lived, experienced, and scaled. That’s why we build with frameworks, not workshops. Because trust is the force that changes everything. When was the last time trust disrupted your plan and gave you something bigger?

🔎 ICYMI: We talk about #trust all the time. But do we really understand it? And more importantly, can we measure it? 👉 Trust provides a license to operate for institutions. It drives participation, compliance, and collective problem-solving. Yet for too long, trust has remained an abstract ideal — hard to define, harder to act on. We partnered with the NYC Civic Engagement Commission to change that. 📘 Our new report offers a practical framework for making trust measurable and actionable. Instead of vague notions, we focus on: ✔️ Observable manifestations — how trust shows up in emotions and behaviors (like confidence, belonging, or civic engagement) ✔️ Drivers of trust — the direct experiences and institutional interventions that shape it ✔️ A 3-phase approach — to baseline, analyze, and strengthen trust through targeted, measurable interventions 🚸 We apply this framework to real-world settings — from participatory budgeting to parks departments — showing how public institutions can measure, earn and sustain trust. 👉 Read the full report here: https://lnkd.in/eg4iV_hV (new URL!) (✍️co-authored with Andrew Zahuranec and Oscar Romero) #CivicTrust #PublicSectorInnovation #DataForGood #TrustMetrics #GovLab #NYC #CivicEngagement #MeasurementMatters

Years ago, I sat with a CEO who was deeply frustrated. “I hired smart people,” he said, “but I still find myself in every detail. I want to empower them, but if I step back, things fall apart.” Sound familiar? Leaders everywhere are walking this tightrope: How do I give my team autonomy without losing strategic control? How do I stay out of the weeds without becoming detached? In my latest piece for Fast Company, I introduce a leadership framework I’ve used with hundreds of executives to help answer that question. It maps leadership across two key dimensions: ▪ How much you empower ▪ How high you fly strategically The goal isn't to choose one leadership style and stick to it—but to know which mode the moment demands. Whether you're scaling fast, leading through change, or trying to breathe life back into a fatigued team, this framework will help you lead with both trust and clarity. Because the best leaders aren’t just good at standing on the balcony or dancing on the floor—they know when to switch. Read more here: https://hubs.la/Q03lZ2Zt0 #leadership #empowerment #strategy #ExecutivePresence #OrganizationalHealth

When a business grows rapidly, the cracks in your processes start to show. That’s exactly what happened to us As our team scaled, it became clear: not everyone understood the hypothesis-generation process in the same way. This caused confusion, inconsistent problem-solving, and slowed down decision-making So, we developed a clear format to align everyone, newcomers and veterans alike, around structured, high-impact hypotheses. It starts with identifying the bottleneck In ecommerce, this might mean noticing that users drop off before completing a purchase The first instinct? "Add trust badges at checkout" But that’s too vague Is the real issue trust? A confusing checkout? Delivery costs? We learned to dig deeper: Problem: Low checkout conversion because users lack trust Action: Add trust badges (e.g., privacy policy, money-back guarantees) Expected result: Increase conversion from 20% to 40% 𝗣𝗿𝗼𝗯𝗹𝗲𝗺 + 𝗔𝗰𝘁𝗶𝗼𝗻 + 𝗘𝘅𝗽𝗲𝗰𝘁𝗲𝗱 𝗥𝗲𝘀𝘂𝗹𝘁 This structure keeps our hypotheses focused and testable We prioritize using the ICE framework (Impact, Confidence, Ease). Doesn’t matter if we sum or multiply the values; the important part is consistent prioritization Then, we hold regular meetings: 1) Prepare hypotheses with a defined problem and goal 2) Refine and discuss existing ideas 3) Only brainstorm new ones when we’ve addressed the current list The result? A ready-to-implement hypothesis that’s documented from start to finish. This documentation becomes gold when reviewing what worked and what didn’t Fast growth demands clarity. Rebuilding internal processes isn’t just helpful, it’s necessary What’s your go-to method for hypothesis generation?

A common misperception is that the military is all about traditional, top-down org structures. Not true. A great example is Stan McChrystal’s “Team of Teams” model. Time and time again — as a leader in both military and corporate settings — I’ve seen how powerful this approach is. “Team of teams” reimagines organizational structure to succeed in dynamic and fast-changing environments. The goal? To break down silos and create a more adaptable, connected system. Core aspects of this framework include: 1) Shared consciousness Everyone in the organization should have access to the information and context they need to understand the larger mission. This transparency ensures that teams can align their actions and make decisions based on the bigger picture. We call it a common operating picture at Coherent. 2) Common purpose When everyone understands how their work contributes to the organization’s mission, it fosters engagement and drives people to consistently deliver their best. A clear purpose unites teams across functions. 3) Empowered execution Decentralized decision-making gives frontline teams the authority to act quickly and effectively without waiting for approval from higher-ups. This autonomy allows organizations to respond to challenges in real time. 4) Trust Trust is the glue that holds the “Team of Teams” model together. It enables openness, autonomy, and adaptability. Without trust, the connections and collaboration necessary for this model to succeed would break down. By adopting these principles, organizations can unlock the ability and cohesion needed to navigate our increasingly complex world. What do you think is the most important factor for creating a truly adaptable organization?

Still adding ‘gender’ only at the end of your project? This guide shows where and how to integrate it from the very beginning. Programming Phase: Ask who’s affected—and how → Use sex-disaggregated data and gender analysis to shape the problem definition. → Identify structural inequalities early—don’t let “neutral” assumptions hide bias. Identification Phase: Consult inclusively → Ensure women, men, and diverse groups are involved in needs assessments and stakeholder analysis. → Consider who is excluded from decision-making—and why. Formulation Phase: Design with equity in mind → Set gender-responsive objectives, indicators, and outcomes—not just activities. → Include gender experts in the planning team where possible. Read the document for more details. Gender isn’t an add-on. When it’s built into every phase, your project becomes not just more inclusive—but more effective, more ethical, and more sustainable. #PCM #ProjectCycleManagement ♻️ Sharing is caring 🔔 Follow me for more content

New Zealand Finalizes 𝐃𝐢𝐠𝐢𝐭𝐚𝐥 𝐈𝐝𝐞𝐧𝐭𝐢𝐭𝐲 𝐒𝐞𝐫𝐯𝐢𝐜𝐞𝐬 𝐓𝐫𝐮𝐬𝐭 𝐅𝐫𝐚𝐦𝐞𝐰𝐨𝐫𝐤 (#DISTF) #NewZealand has taken a significant step toward secure, privacy-centric digital identity solutions with the finalization of its Digital Identity Services Trust Framework (DISTF). This initiative unlocks access to: •Digital driving licenses •Bank IDs •Trade certifications All available through accredited digital ID wallets or apps, offering both convenience and security. What Makes the DISTF Stand Out: 1️⃣ User Consent & Data Minimization •Users control what information they share and with whom. •Credential presentations include only user-authorized attributes. •Strict rules against tracking or correlating credential verification activities. 2️⃣ Flexibility in Credential Standards •Supports both W3C Verifiable Credential Data Model and ISO/IEC 18013-5 mobile driving license (mDL). •Encourages innovation while safeguarding privacy. Judith Collins, Minister for Digitizing Government, said the framework: “Paves the way for safe future digital identity services.” It empowers citizens by: ✅ Enabling secure sharing of personal information ✅ Protecting against identity theft ✅ Granting greater control over data Why This Matters Globally: New Zealand’s DISTF sets a new benchmark for balancing technological advancement with privacy rights. Its focus on: •User consent •Data minimization •Multi-standard compatibility … positions it as a global leader in digital identity innovation. As digital identity frameworks evolve globally, what lessons can other regions learn from New Zealand’s model? #DigitalIdentity #Privacy #DataOwnership #UserConsent #Innovation #DigitalTransformation #TrustFramework

Gender analysis is only as strong as the tools used to apply it. In this case, the Philippine Commission on Women delivers a hands-on guide that transforms abstract concepts into practical action for planners and implementers. It is built not for reflection but for operational use—by M&E professionals, government staff, and development actors who need to embed gender responsiveness in everyday decisions. Structured around concrete processes and real-world examples, it equips practitioners to surface inequalities and act on them with clarity and purpose. The guide introduces key techniques and tools to integrate gender analysis effectively in development programs and services: – A working definition of gender analysis and its role in identifying gaps and power dynamics – Core planning questions: who does what, who decides, who benefits, who is excluded – Application of analysis at household, community, organizational and project levels – Participatory tools like the 24-Hour Activity Profile and Gender Analysis Matrix – Steps for situational analysis: family planning access, gender roles, control of resources, program impact – Integration of GAD Guidelines and the Gender Mainstreaming Evaluation Framework – Examples of how reproductive roles and access to services shape development outcomes This is not a slide deck to browse—it is a method to apply. It helps move from assumption to action, from intuition to structured analysis. And it gives local actors tools to make equity measurable and institutional.

Influence is the ultimate currency in business. At the end of the day, human relationships make things happen— not just processes or technology. The ability to move others without force is arguably the most powerful skill you can develop. Use 3 timeless frameworks to supercharge your influence: 1️⃣ The Trust Equation - Credibility: Your knowledge matters, but how you convey it determines if people believe you - Reliability: People trust those who consistently deliver on promises, large and small - Intimacy: Creating safe spaces for authenticity builds bonds stronger than any contract - Self-orientation: When your agenda comes first, trust evaporates (the critical denominator) 2️⃣ Cialdini's 7 Principles of Influence: - Authority: We instinctively follow those who demonstrate expertise - Social Proof: People look to others' actions when uncertain - Liking: We say yes to people we enjoy - Scarcity: Opportunities seem more valuable when limited - Reciprocity: Humans are wired to return favors - Unity: We follow those who share our identity - Commitment: Small initial agreements create powerful momentum 3️⃣ The SOFTEN Model of Nonverbal Communication: - Smile: The universal trust signal - Open Posture: Shows confidence and safety - Forward Lean: Signals genuine interest - Tone: Conveys more than your actual words - Eye Contact: The gateway to authentic connection - Nod: Acknowledges others' perspectives Power commands compliance. Trust inspires commitment. Your natural influence grows when you prioritize others, deliver consistently, and connect authentically. Which framework will you implement today? Which framework will you coach your team on? ♻️ Find this valuable? Repost to help others. Follow Vince Jeong for posts on leadership, learning, and excellence. 📌 Want free PDFs of this and my top cheat sheets? You can find them here: https://lnkd.in/g2t-cU8P Hi 👋 I'm Vince, CEO of Sparkwise. I help orgs scale excellence at a fraction of the cost by automating live group learning, practice, and application. Check out our topic library: https://lnkd.in/gKbXp_Av

Poor procurement focuses on pushing PO's.  But, Actual procurement impacts your P&L Sheet. Strategic Procurement can impact your EBITDA margin of your company. This is how we generated an 12% EBITDA growth impact. ✅We reviewed and renegotiated contracts Most were outdated. We matched terms to actual volumes and market rates ✅We worked with users to define the real need Worked with users to define what’s needed, not just what’s wanted. ✅We consolidated suppliers across each categories Instead of splitting spend across five vendors, we reduced to two suppliers with better rates and better service. This helped us provided more flexible in managing across each SKU's. ✅We extended payment terms Many suppliers were on 30-day terms just by default. We moved several to 45 or 60 days, improving cash flow. ✅We got involved early in new projects When we joined at the design or scoping stage, we helped avoid costly last-minute changes and sourced smarter. ✅We cleaned up tail spend Low-value, high-frequency purchases were bleeding money. We bundled them and sourced smarter fewer POs, lower cost. ✅We helped reduce inventory By aligning deliveries with actual consumption, we brought down carrying costs. ✅We pushed back, respectfully If something didn’t make commercial sense, we said it. No rubber stamping. This is what real procurement looks like. Not order processing. But value creation. It's about creating measurable business impact Let's stop saying - "I'm just in Procurement" And start owning - "I shape profitability" Because when procurement is done right You won’t just be seen as following suppliers. You will be seen as the team that moves the numbers. Procurement is more of strategic than being tactical. Let’s bring the magic back to real procurement. Follow Deepak Thiru CPSS™ for more Procurement Insights.