Strategy

A strategic plan is meant to guide decision-making and set priorities for three to five years. Given the changing nature of organizations and their environments, it is important to have a living plan that is both flexible and scalable over time. Organizations determined to be fiscally healthy and results-oriented benefit from strategic planning to achieve key initiatives or evolve as an organization.

DTS believes strongly in strategic plans to encompass every action, initiative and dollar spent. Our principals and employees have in-depth experience in all facets of strategic planning and organization advancement, with a solid track record of providing strategic advice, plans and solutions for a wide range of public- and private-sector organizations. We follow an industry-leading strategic planning process and work closely with you, understanding that buy-in at all levels is essential to successful implementation.

Strategic planning can:

  • Clarify organizational goals and direction
  • Reaffirm and energize your commitment to achieving goals
  • Solve complex problems
  • Identify and address roadblocks
  • Implement organizational change
  • Strengthen employee and stakeholder connections to the organization and goals

Strategic Communications

Plans and initiatives are only effective when the right people know, understand, and implement them. DTS communications consultants can help evaluate your stakeholder groups and audiences, craft the right messages and distribution plans, and execute the plan to optimize awareness and action.

Change Management

In order for positive change to occur, people, process and technology need to change too. DTS plans for and manages organizational shift, new processes and acquisitions, and organizational evolution with multiple methodologies and proven strategies, including industry best practices and the ADKAR model, to ensure successful implementation and sustainment.

  • Awareness of the business reasons for change. Awareness is a goal/outcome of early communications related to an organizational change.
  • Desire to engage and participate in the change. Desire is a goal/outcome of sponsorship and resistance management.
  • Knowledge about how to change. Knowledge is a goal/outcome of training and coaching.
  • Ability to realize or implement the change at the required performance level. Ability is a goal/outcome of additional coaching, practice and time.
  • Reinforcement to ensure change sticks. Reinforcement is a goal/outcome of adoption measurement, corrective actions and recognition of successful change.

In identifying the outcomes of change management activities, the ADKAR Model provides a useful framework for change management teams in both the planning and the execution of their work