Plan
Focus the annual plan on a few measurable priorities.
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Your Planning & Execution Hub
Turn priorities into accountable action with focused objectives,
clear operational ownership, visible progress and consistent
people-leadership rhythms.
Follow the learning path below to understand each part of the hub
and how the sections work together.
Assign
Give every priority and operating area a clear owner.
Execute
Convert priorities into initiatives, tasks and actions.
Review
Use regular updates and conversations to stay on plan.
Learn Your Way Around
Explore each part of the hub to understand how strategy, ownership, accountability, people leadership and scheduling work together.
1
Strategic Planning
Set the few priorities that matter, then turn them into owned and measurable action.
Set a small number of annual objectives
Clarify context and measures of success
Build initiatives, tasks and review dates
2
Operational Ownership
Assign clear ownership and set credible maturity improvement targets across the ten operating areas.
Assign owners across all ten operating areas
Compare current and target maturity
Review recommended Growth Roadmap actions
3
Progress & Accountability
See what is moving, what is stuck and where leadership attention is required.
Review organisation-wide weekly updates
Identify overdue actions and blockers
See all commitments against each owner
4
Team One-on-Ones
Schedule, record and track regular one-on-ones and performance conversations with every team member.
Set recurring one-on-one and review rhythms
Record notes, decisions and agreed actions
Maintain an employee-visible meeting history
5
Calendar
See every strategic deadline, maturity review and team one-on-one in one place.
View every commitment in one schedule
Filter objectives, tasks, reviews and 1:1s
Connect and synchronise Microsoft 365
Get the Most from This Hub
Watch a quick overview to see how planning, ownership, accountability, team conversations and the organisational calendar work together.
Strategic Planning
Set the few priorities that matter, then turn them into owned and measurable action.
Strategic Planning walkthrough
What you'll do
- Create a focused set of annual objectives
- Assign a sponsor, owner, department and due date
- Define the context and case for change
- Set measurable current and target outcomes
- Build initiatives, tasks and objective reviews
What good looks like
- The annual plan contains only the priorities that matter
- Each objective has one accountable owner
- Success can be measured against an agreed baseline
- The objective has practical delivery streams
- The next review is already scheduled
3
Keep the plan focused
Three active objectives is the recommended starting point. A smaller plan is easier to communicate, resource and review consistently.
Operational Ownership
Assign clear ownership and set credible maturity improvement targets across the ten operating areas.
Operational Ownership walkthrough
What you'll do
- Review all ten business operating areas
- Confirm the accountable owner for each area
- Compare current and target maturity scores
- Select the subcategory requiring improvement
- Generate and review Growth Roadmap actions
What good looks like
- Every operating area has one visible owner
- Targets are achievable within the agreed timeframe
- Stretch targets receive leadership review
- Roadmap actions are accepted only when relevant
- Accepted actions have an owner and due date
↗
Use a credible improvement pace
A significant maturity increase requires capacity, evidence and sustained operating change. Review large target increases before committing the owner.
Progress & Accountability
See what is moving, what is stuck and where leadership attention is required.
Progress and Accountability walkthrough
What you'll do
- Review weekly progress from across the organisation
- See objectives, initiatives, tasks and Roadmap actions
- Identify overdue commitments and missing updates
- Open an individual accountability profile
- Request updates before the next leadership review
What good looks like
- Progress is visible without chasing multiple systems
- Blockers are escalated before deadlines are missed
- Each commitment has a clear next action
- Leadership conversations use current information
- Overdue activity is followed up consistently
!
Focus attention where it is needed
The purpose of this section is not more reporting. It is to make delayed work, missing updates and required leadership decisions visible early.
Team One-on-Ones
Schedule, record and track regular one-on-ones and performance conversations with every team member.
Team One-on-Ones walkthrough
What you'll do
- Add team members to the manager's schedule
- Set weekly, fortnightly or monthly one-on-ones
- Schedule quarterly and annual reviews
- Record discussion notes and agreed actions
- Review the shared conversation history
What good looks like
- Every team member has a consistent meeting rhythm
- Conversations are employee-led and action-oriented
- Notes are added promptly after each meeting
- Agreed actions have owners and dates
- The employee can see the relevant meeting history
1:1
Keep meetings consistent
A short regular conversation is usually more valuable than an occasional long review. Use the history to maintain continuity between meetings.
Calendar
See every strategic deadline, maturity review and team one-on-one in one place.
Calendar and Microsoft 365 walkthrough
What you'll do
- Review upcoming deadlines and meetings
- Switch between month and agenda views
- Filter the schedule by commitment type
- Open an item to review its owner and status
- Connect and manage Microsoft 365 synchronisation
What appears here
- Strategic objectives and objective reviews
- Initiatives and individual tasks
- Operational maturity reviews
- Recurring team one-on-ones
- Scheduled performance conversations
M
One organisational schedule
Connecting Microsoft 365 helps publish the relevant reviews and meetings to Outlook while retaining the Planning & Execution Hub as the source of context and accountability.
Next: Operational Ownership
Common Questions
How many strategic objectives should we create?
Three active objectives is the recommended starting point. This keeps the annual plan focused and makes resourcing, communication and review more manageable.
How are operational maturity targets set?
Review the current maturity score, choose the target maturity and confirm a realistic target date. Large increases should be reviewed with leadership before they are assigned.
Where do accepted Growth Roadmap actions appear?
Accepted actions become visible against their accountable owner in Progress & Accountability and use the confirmed due dates in the organisational Calendar.
How do one-on-one actions connect to accountability?
Actions created during a one-on-one are linked to their owner. Outstanding actions and missing meeting notes can then be surfaced in Progress & Accountability.
What information appears in the Calendar?
The Calendar can include objectives, objective reviews, initiatives, tasks, maturity reviews, recurring one-on-ones and performance conversations.
Can the hub connect to Microsoft 365?
The source application includes Microsoft 365 and Outlook synchronisation for relevant reviews, meetings and calendar invitations. The final backend connection can be attached to the interface later.