prerequisites of strategic implementation

According to Kouzes and Posner, (2003), A strategy is a procedure or method taken by a

manager to achieve one or more objectives. Strategy delivers the vision and executed
correctly drives value. Implementation is the process that turns strategies and plans into
actions in order to accomplish strategic objectives and goals. Implementing your strategic
plan is as important, or even more important, than your strategy. Strategy implementation can
be defined as the process of translating the formulated strategies into organizational actions
for achieving desired goals. It is one which is concerned with proper execution of all plans
and policies that ensures accomplishment of long-term objectives. It addresses who, when,
where and how of attaining targets. To address new challenges and business concerns,
organizations must constantly monitor, evaluate, and adjust their strategic initiatives. When a
new strategy needs to be implemented, it’s typically up to managers to ensure it rolls out
successfully.

The first prerequisite of strategy implementation is institutionalization; strategy

institutionalization is one of the phases in strategy implementation that features an
organisation developing its capabilities to a point where it fully supports the new strategy.
Institutionalization also focuses on have the right people on board. The right people include
those folks with required competencies and skills that are needed to support the plan. In the
months following the planning process, expand employee skills through training, recruitment,
or new hires to include new competencies required by the strategic plan. According to
Burgelman, Grove and Meza (2006), strategic actions provide the foundation for reality of a
strategy. Strategy institutionalisation involves developing an organisational capability to a
point where it is fully supportive of a new strategy, making sure the top, middle management
and front line supervisors are committed and communicating the plan, enrolling the
employees in the strategy. One who has developed the strategy need to promote or defend it
among all members of organization as there may be chance of strategy getting undermined.
For instance, to attain Vision 2030, the Kenyan government recognizes the importance of
strategy institutionalisation on organisational performance and to support this they launched
the Last Mile electricity access Project funded by the African Development Bank (AfDB) in
May 2015. The statistics by AfDB, however, reveal a 32 percent national electricity access in
Kenya, with rural electrification access remaining at 19 percent and per capita consumption
of 130kWh compared to the 550kWh average for sub-Saharan Africa (ESI Africa, 2016).
According to Yang, Sun and Martin (2008), implementation of strategy has become the most
significant management challenge, which all kinds of corporations face at the moment. The
process of strategy formulation, implementation logistics, connection among different units
and different levels of strategy, employees, implementers, organization structure, agreements,
commitment, communication, and lack of resources led to poor implementation of strategies,
which has financial implications to the organization (Yang et al., 2008; Rose & Fred, 2014).
Therefore, we see that lack of strategy institutionalization can often lead to project failure.

After strategy institutionalization, the next is building efficient organizational climate.

Organization climate is composed of internal environment components such as cooperation,
degree of determination and commitment, efficiency, personnel development etc. that
translates purpose into results. A great organizational climate in the workplace motivates
employees, boosts morale, improves the company’s profile and attracts new talent. The
properties of the climate can have a powerful effect on every aspect of the workplace, from
productivity to interpersonal relationships. In its 2020 Global Human Capital Trends survey,
Deloitte found that many of these aforementioned characteristics made employees feel more
comfortable, connected, and productive at work. In fact, 25% of respondents felt that being
treated fairly and allowed to bring their true, authentic selves to work were the biggest drivers
of creating belonging. Meanwhile, 44% said being aligned with their company’s mission,
vision, and purpose, as well as being valued for their individual contributions, were most
important in making them feel like part of the team. According to the Deloitte study,
organizations that are able to establish this inclusivity are significantly more likely to meet
and exceed financial targets, be high performing, be innovative and agile, and achieve better
business outcomes.

In relation to organizational climate, applicable systems should be crafted to facilitate

strategic implementation across the whole company at all levels. During the strategic
planning process, required technology, tools, and company processes should be considered
for easy implementation of your daily strategies. A company with competent team members
but lacking the proper tools, is akin to sending great warriors to battle lacking suitable
armour. Acquiring up-to-date systems is crucial to driving team performance and
productivity. It is only when appropriate systems have been put in place, should companies
have high expectations of the outputs delivered by team members. For example, with the
trending Ukraine Russian war the missile companies are on their toes so as to produce the
best missiles that counter the missiles defences of enemies hence there is need for Up-to-date
systems so that they can counter enemy planes and missiles.
Next is formulation of operating plans, operating plans refer to plan of actions, programs and
decisions taking place within distinct parts of organization. These plans facilitate the
achievement of desired goals of organization by focusing on all crucial factors such as
resources. Having the right resources such as time and money is essential for the strategy
implementation process to take effect. There is generally always an investment of resource
cost to any action that takes a company forward, but the focus should be placed on the
intended outcome and rewards. For instance, a network company like Telone, the managers
need to plan a good time for implementation of strategies so that workers don’t run of time
trying to upgrade the system for clients to have better services.

Following is building optimum organizational structure, Organizational structure refers to

pattern in which various organizational parts are linked with one another. If there is no clear
delineation of tasks and authority, there could be confusion and a lack of accountability.
Ideally, a team member should only be directly reporting to one manager, from whom
responsibilities are received and approvals are acquired. If there are numerous team members
working on a task, it becomes unclear who’s responsible for what and also who’s responsible
it is to achieve goals on these tasks. Without a structure of leadership and responsibility,
projects can become quite chaotic. For a more productive workplace, there should be a clear
outline of tasks on who is responsible while detailing the targets for submission. Clarity of
scope of work promotes accountability and ownership. This also drives team member
empowerment as they take responsibility for their own decisions in their area of expertise.
Taking for example a company should have leaders so that work can be done more
efficiently, just like Econet it has managers in different departments so as to reduce work load
on one manager so that work is divided.

Lastly its reviewing strategies periodically. Strategies need to be reviewed periodically from
time to time in order to ensure whether they are implemented in relevance to requirements of
organization. Organization operate in a dynamic environment that keeps on changing which
makes a review function compulsory. Review helps in ensuring that all needs of organization
are timely fulfilled. Proper implementation of formulated strategies is a must for deriving
better results otherwise it may lead to failure. Proper alignment in between strategy and its
various elements such as organization structure, allocation of resources, culture, work
climate, reward structure and process is must for effective implementation of all strategies. A
learning organization must be able to define success and measure its progress so it can learn
what works and what doesn’t.

Strategy implementation can be challenging due to lack of safeguards, in adequate support

and lack of communication. Therefore, by providing a strategic budget which provide all
required resources for carrying out the key activities that determine success of business.
Supplying the organisation with qualified and experienced personnel, key functions of
business being carried out by employing leading practices, strategy execution being ensured
by confirming that procedures and policies assist in doing so and a favourable work climate
and culture is developed for effective strategy implementation including a communication
and information system set up for facilitating work in delivering their roles effectively. IT
becomes difficult for the company to fail in strategy implementation.

In conclusion, process of strategy implementation is time-consuming as here formulated

strategies are translated into organizational actions for deriving desired results, however it is
necessary as strategic implementations without execution of your strategic plans, they’ll
remain ideas, your business will suffer, and any ambitions for your company will go un
unfulfilled.

REFRENCE

Kazmi, A. (2008) Strategic Management & Business Policy, Tata McGraw

Hill Kevin P. (2000), Private Sector Strategies for Social Sector Success: The Guide to
Strategy and Planning for Public and Non-profit Organizations, Jossey-Bass.

Professor David Garvin (Nov 2021) Harvard business school

Harrin Elizabeth. (2015) A Girl’s Guide to Project Management

Miller Kelsey. (2020) Harvard Business School Online.