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- About
Strategic plan vs. work plan: What's the difference?
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If you’re a planner, you know that not all plans are the same.
When it comes to making an effective plan, there are often different routes you can take. Each route will differ depending on your desired outcomes and initiatives. But to figure out if you need a strategic plan vs. a work or operational plan, it takes some big-picture thinking.
To reach your organizational goals, you want to ensure you have the right plan in place to set you up for success. In this post, we’ll talk about the difference between a strategic and a work plan. We’ll also outline some examples to help you in your strategic planning process.
What’s a strategic plan and what needs to be included in it?
First, let’s start with the strategic plan. According to Gartner, a strategic plan helps bridge the gap between executing its business strategy and reaching its organizational goals.
Every organization has strategic goals: it’s the long-term direction of an organization. Sometimes, those goals help reach certain milestones. Other times, those long-term goals help to execute a specific business plan. When we look at the elements of strategic planning, there are a few key components to look out for:
- An organization’s mission, vision, or mission statement
- An executive summary outlining key objectives and desired outcomes
- Any measurable business goals, key performance indicators (KPIs), and other metrics for success
- Key stakeholders or team members involved
- A decision-making framework or process
- A breakdown of an action plan with key milestones, timeline, and deliverables
What’s a work plan (or operational plan)?
There are plenty of types of plans, so distinguishing a strategic plan from a work plan can be confusing. Let’s break down what we know about a work or operational plan.
A work plan is a planning guide or document that helps keep all team members aligned on a specific project. It’s more transactional and logistical than it is strategic. For example, a work or operational plan might ladder up to strategic priorities. But it isn’t setting a wider strategy to help meet the organization’s vision. Instead, it’s generally outlined by action items.
Some key components of a work plan include:
- Goals and project objectives
- Project tasks
- Task assignments (if working with a team)
- Milestones
- Key deliverables
- Required resources
- Timelines, including due dates
- Budgets
Work plans are more common in the day-to-day duties of work. For example, your daily work plan might include things like conducting data analysis or working in a customer support role. While these shorter-term plans might ladder up to a larger company mission, they are more tactical.
For example, providing superb customer service might ladder up to a larger strategic plan of reaching a 95% customer satisfaction rating.
What’s the difference between a strategic plan and a work plan?
Let’s break down the key differences between a strategic plan and a work plan.
What’s the difference between a strategic plan and a work plan?
A strategic plan outlines longer-term goals and how the organization will reach its vision and mission. A work plan functions alongside the strategic plan to help bring the tactical, day-to-day duties to life. Both plans are needed to effectively drive performance and goal attainment.
Essentially, it boils down to strategy versus tactics. Let’s do a side-by-side comparison of some of the key elements of both.
A strategic plan … |
A work plan … |
Outlines a roadmap for the organization to reach its larger, long-term goals |
Outlines an action plan to achieve short-term goals that help to ladder up to the longer-term vision |
Identifies new opportunities to strategically drive performance and growth |
Serves as the vehicle to bring respective opportunities to life through project plans |
Keeps key stakeholders and/or top-level management informed of strategic priorities |
Keeps all project members on track to meet respective action items or goals |
Sets measurable (yet sometimes, lofty) goals that often require multiple plans to achieve |
Sets SMART goals that can be measured clearly by a specific deadline |
Has set milestones, deadlines, and deliverables |
Has set milestones, deadlines, and deliverables |
As Harvard Business Review states, strategic planning isn’t just strategic thinking. It’s also the analysis and synthesis that are required along the way.
For example, strategic plans are often malleable. It’s likely that your organization’s strategic plans change, especially in this market.
After all, plenty of external and internal factors are at play when it comes to business strategy. Our economic situation was very different just six months ago, so many businesses have pivoted their strategies in recent months in response to a volatile market.
On the other hand, once the strategy is set, an operational plan is often pretty cut and dry. There are only so many ways to execute key action items, which means the type of operational plan might change — but only if the strategy does, too.
That’s why analysis and synthesis are incredibly important in strategic planning. Conducting things like SWOT analyses can help to shape how you think about your strategy. And your strategy informs what types of work or operational plans your workforce puts together.
Example strategic and work plans
We’ve put together some plan templates to help lay a foundation for your plan’s success.
Example strategic plan
At the beginning of the year, your learning management software company set a goal to increase its workforce by 20% by the end of the fiscal year.
But because of a fast-changing economy, your organization decides to press a pause on hiring. Now, your leadership team decides to re-examine its talent strategy. Instead of hiring, your human resources leaders suggest investing in ways to unlock employee development. This is an example of what that strategic plan could look like.
Company vision: To unlock learning opportunities for all to help build a brighter future.
Executive summary: To develop and retain top talent while increasing internal career mobility.
Key stakeholders: HR, people managers, and top-level management or leadership team
Supporting activations and/or strategic initiatives |
Key stakeholders and/or decision-making framework |
Deadline |
Notes |
Implement quarterly career planning conversations with managers and ICs |
HR, people leaders, and ICs |
Insert date |
Insert project plan information |
Roll out company-wide employee coaching |
HR |
Insert date |
Insert project plan information |
Create a culture of feedback by using a performance management tool |
HR and people managers |
Insert date |
Insert project plan information |
Example work plan
In order to bring some of the strategic plans above to life, we’ll take an example of one of the operational aspects and break it down.
Project plan: Roll out company-wide employee coaching
Action item |
Key project members |
Deadline |
Notes |
Company-wide email announcing the upcoming launch of a coaching company offering (like BetterUp) |
HR and internal communication |
Insert date |
Socialize the program is coming |
Manager one-on-one conversations about coaching expectations |
Leadership team and internal communication to distribute key messaging |
Insert date |
Ask managers to talk about coaching skills and expectations for coaching |
Company-wide email to enroll in BetterUp |
HR and internal communication |
Insert date |
Drive enrollment for coaching |
Q&A with HR: Office hours about how to best use BetterUp |
HR and managers |
Insert date |
HR to host a virtual event to answer questions |
Start to use the right work or strategic plan for your initiatives
No matter where you are in your business strategy, it’s important to use the right plan. There are 30-60-90-day plans. There are contingency plans. There are strategic plans and work plans. And there’s also leadership transition planning, succession planning, and more.
If you’re not sure how to best approach your plans, a coach can help. BetterUp provides personalized support to help your employees solve tough problems. By providing access to virtual coaching, you can help unlock the full potential of your workforce.
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Madeline Miles
Madeline is a writer, communicator, and storyteller who is passionate about using words to help drive positive change. She holds a bachelor's in English Creative Writing and Communication Studies and lives in Denver, Colorado. In her spare time, she's usually somewhere outside (preferably in the mountains) — and enjoys poetry and fiction.