In the fast-paced world of business, having a clear and shared vision is essential for scaling up successfully. Without a cohesive plan, it’s easy for leadership teams to lose sight of the long-term goals, get bogged down by daily challenges, or face misalignment on priorities. One of the most powerful tools for creating this shared vision is the One Page Strategic Plan (OPSP), outlined in Verne Harnish's book Scaling Up.

As a Scaling Up business coach, I’ve witnessed the transformative power of this tool in aligning leadership teams, defining clear business objectives, and setting actionable steps toward success. In this guide, I will walk you through the process of creating a shared vision for your business using the OPSP framework, helping you and your team get aligned on the path to growth.

Why the One Page Strategic Plan?

The One Page Strategic Plan (OPSP) condenses your company’s strategy into a single, easy-to-understand document. This ensures that everyone in your organization—from leadership to frontline employees—understands where the company is headed, why it’s going there, and how their daily actions contribute to achieving these goals. The clarity and simplicity of the OPSP allow companies to focus their energy on what truly matters, cutting through the noise of complexity that can often derail strategic execution.

Step 1: Define Your Core Values

At the foundation of your OPSP are your Core Values. These values represent the guiding principles of how your organization operates and how decisions are made. They are non-negotiable and deeply embedded in your company culture.

To define these, gather your leadership team and ask them to identify key players in the organization who embody the heart and soul of the business. Discuss the traits and behaviors that these individuals consistently exhibit. From these stories, distill a list of core values that resonate with your team. Ideally, this list should contain 3-5 core values that are authentic and actionable.

Remember: Core values should guide decision-making at every level of the organization. Ask yourself, “Would I fire someone for violating these core values?” If the answer is no, you may need to revisit and refine them.

Step 2: Establish Your Core Purpose

Your Core Purpose is the “why” behind your business—the deeper reason your company exists beyond making money. It’s what inspires you and your team to come to work every day and make a difference in the world. This should not be a marketing slogan but rather a meaningful and motivational statement.

To discover your core purpose, reflect on moments when your company has made a significant impact, either for clients or employees. Look for patterns in the feedback and appreciation you’ve received, especially when someone has said, “You really made a difference here.” From these stories, craft a purpose statement that speaks to the heart of what your business stands for.

For example, one company may have a core purpose centered around “providing families with peace of mind through reliable home repairs,” while another may aim to “empower small businesses with the tools they need to succeed.” Your purpose should be a north star, guiding all decisions and strategies.

Step 3: Set a Big Hairy Audacious Goal (BHAG)

The next key component of your OPSP is your Big Hairy Audacious Goal (BHAG). This is your long-term, aspirational goal, typically set 10-30 years into the future. It’s big, bold, and ambitious, yet achievable with the right focus and effort.

Your BHAG should challenge and inspire your team. A famous example of a BHAG comes from President John F. Kennedy, who set the audacious goal of landing a man on the moon by the end of the 1960s. This goal was clear, inspiring, and provided a sense of shared purpose for the entire nation.

In your business, your BHAG might involve becoming the industry leader, doubling your company size, or reaching a major revenue milestone. Whatever it is, your BHAG should be specific, measurable, and inspiring enough to keep your team focused on the long-term vision.

Step 4: Define Your 3-5 Year Targets

With your BHAG in place, you’ll need to break it down into more manageable milestones. Your 3-5 Year Targets represent the intermediate steps on the way to your BHAG. These targets should be specific, measurable, and aligned with your long-term vision.

To set your 3-5 year targets, consider key metrics such as revenue, profit, number of locations, or market share. Be sure to select metrics that are most critical to your company’s success. For example, if your BHAG is to become the leading player in your industry, your 3-5 year target might involve reaching a certain revenue threshold or expanding into new geographic markets.

Step 5: Identify Key Thrusts and Capabilities

Next, identify the Key Thrusts and Capabilities that will help you achieve your 3-5 year targets. These are the major strategic initiatives and core competencies that your company will need to focus on.

For example, a key thrust might be entering a new market or launching a new product line, while a key capability might involve developing a stronger sales force or improving operational efficiency. You should narrow down your focus to 3-5 key thrusts that will have the most impact on reaching your long-term targets.

Step 6: Set 1 Year Priorities

Once your 3-5 year targets are clear, it’s time to zoom in on the 1 Year Priorities. These priorities are the specific goals and initiatives that you will focus on in the next 12 months to move closer to your 3-5 year targets.

Your 1-year priorities should be concrete and actionable. For example, if your 3-5 year target is to increase revenue by 50%, your 1-year priority might be to launch a new sales campaign or improve customer retention rates. Be sure to assign measurable outcomes to each priority so that progress can be tracked.

Step 7: Create Quarterly Priorities and Themes

Finally, break down your 1-year priorities into Quarterly Priorities. These are the specific actions your team will take over the next 90 days to drive progress toward your 1-year goals.

To keep your team motivated and engaged, consider creating a Quarterly Theme. A quarterly theme is a fun and memorable way to rally the entire organization around a specific goal. For example, if one of your quarterly priorities is to hire 10 new employees, you might create a theme called “Sweet 16” with a fun celebration planned once you hit the target.

Final Thoughts: The Power of a Shared Vision

A well-crafted One Page Strategic Plan is a powerful tool for aligning your leadership team and creating a shared vision for your business. It provides clarity, focus, and a roadmap for achieving your long-term goals. By following the steps outlined above, you’ll be well on your way to creating a plan that drives growth and success.

To get started with your own One Page Strategic Plan, download my One Page Strategic Plan Overview Document (https://hubs.ly/Q02S9QwW0)