Developing a Strategic Plan

This blog post is based on the title of Chapter 14, of Dave Adkisson’s book, Horseshoes vs Chess.

He starts out by discussing the difference between an internal plan vs an external plan.

Internal – is about getting the chamber back in shape and build the capacity to do more.

External – is about taking it to the next level.  Once your internal mechanisms are in good shape, now it’s time to focus on what you can do for the community (think long-term).

He goes on to talk about how your strategic plan needs to also have a yearly business plan.

For a resource on creating a strategic plan go HERE.

He then went on to discuss reporting on the progress of your strategic plan.

It’s important that these updates be informative and accurate.  It’s about accountability.  The consent calendar is a great place to put the strategic plan update.  Should a specific topic need to be addressed, feel free to make it a topic for discussion as a formal agenda item.

At the end of the day, the strategic plan (3-5 years) and your business plan (every year) progress reports need to be shared, internally and externally.

Remember, your program of work should always be tied to your strategic plan.  Stay focused, your members will appreciate it and support you!

Chamber Leadership

In Dave Adkisson’s book, Horseshoes vs Chess (Chapter 1), he talks about the many different types of leadership styles chamber executives may possess and what that means.

I’m going to focus on four; Surrogate Leader, Catalytic Leader; Aspirational Leader, and Servant Leader.

Surrogate Leader – Dave talks about this style of leadership is for the metro chamber who is hired to manage complex issues dealing with the chamber, government, and the community at large.

Catalytic Leader – as describe in ACCE’s Horizon’s 2025 Initiative, this executive is described as a CEO who can accelerate change for the community.

Aspirational Leader – is the leader who always works to see things to improve, get better for the community.

Servant Leader – is the executive who leads from the middle (my term).  Dave talks about this type of leader must be able to lead out front or from behind.  As Dave states, “this leader is dedicated to a cause of building an effective chamber and improving one’s community is the best underlying indicator of a true servant leader.”

I’d suggest you don’t have to be tied to one leadership style.  It all depends on your situation at a given time.

It’s about adapting your style to make change for your chamber and community.