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What we do
Transform your mission statement into measurable achievements. At Allen + Clarke our strategic planning approach combines market research with practical business strategy. We help our clients build the systems and culture they need to boost outcomes. When you partner with us, you get more than a plan - you get a roadmap to high performance.
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Design-focused business strategy that takes your vision and helps you turn it into reality.
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Supercharge your organisation's capability through strategic planning and useful performance reviews.
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Empower your people to deliver results by creating a culture that embraces challenge.
Strategic Planning + Review
Our strategic planning expertise helps you turn lofty goals into real success. We consult with you to understand your mission statement and use business strategy development to help you achieve that mission.
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Conducting Performance Reviews - evaluating progress against strategic objectives and offering ongoing assistance to refine your next steps.
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Creating Business Strategy - developing clear benchmarks backed by market research and measurable targets.
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Building Strategic Planning Frameworks - turning vision into implementation using logic models with defined success metrics.
Business Planning
Does your business planning sometimes fail to become business results? That's where Allen + Clarke comes in. We help you direct your resource allocation where it's needed to achieve your business goals.
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Annual Plans - translating high-level strategies into clear objectives with structured resource allocation and capability planning.
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Business Planning for teams - connecting your team's BAU to your organisational goals and ensuring resources are going where they're needed.
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Risk Management Plans - responding to current challenges while building flexible strategies to respond to unforeseen risks.
Our clients
Culture + Leadership
In the corporate world there's a fine line between success and failure - and your organisational culture gets you over that line. We offer leadership development to clarify your company culture and employee engagement to make sure your team are all paddling your waka in the same direction. Our approach combines surveys and focus groups to figure out where you are and practical culture-building strategies to get you where you want to be.
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Organisational Values Assessment - using focus groups to develop values that align with your goals and drive employee engagement.
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Cultural Alignment - implementing strategies to bring your organisational culture from the boardroom into the breakroom.
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Cultural Reviews - conducting independent assessments to find where your actual culture doesn't match your ideal culture and providing strategies to address that gap.
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Leadership Development - nurturing valued workers into skilled leaders who embody your organisational culture and inspire their teams.
Related Projects
Related Projects
Projects
Less than a minute to read
Anchoring Strategy in Wellbeing: Framework for the Ministry for Culture and Heritage
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Projects
Less than a minute to read
Māori AOD workforce strategy tackles critical staff shortages
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Past webinars
45 minute watch
Creating Workforce Resilience: How to Develop a Workforce Strategy
Read MoreWorking with us
Our Process
Understand
We clarify objectives by challenging assumptions and gathering insights.
Plan
We craft a tailored roadmap to prevent future complications.
Deliver
We execute with transparency while proactively addressing emerging challenges.
Review
We validate recommendations through inclusive sensemaking sessions.
Close
We reflect on learnings while recognising team accomplishments.
FAQs
Frequently Asked Questions
How do you balance ambitious goals with realistic implementation?
Ambitious and realistic goals aren’t mutually exclusive. We aim to identify strategic goals that drive your organisation forwards while also identifying short and medium term markers to make implementation easier. We use intervention logic models to identify the resources, capabilities, and other inputs that are necessary to meet your goals and plan for implementation.
What data do you use to inform strategic direction?
We want to know about all the data that you have – internal performance metrics, research, stakeholder interviews, competitor analysis, sector trends, economic forecasts. This can help us to form a holistic picture of your organisation and your capabilities. We can then supplement this with our own data such as trend and competitor analysis if needed. If you don’t collect much data, we can help you to identify what proxies you can use in the short term and how you can build data capability for the future.
How do you align our board and executive team around strategic priorities?
At the beginning of any strategy engagement, we make a plan for how we will engage with both the Board and the Executive Team. Depending on the size and context of the organisation that may mean engaging separately before bringing everyone together, or engaging as a group from the start. We often conduct individual interviews beforehand to understand the context which helps us to identify areas where differences may arise. We then facilitate structured sessions that help to surface differing perspectives early, and build consensus.
What if our organisation lacks clear performance data to inform planning?
We’ll work with you to establish what data you have, or what data can be rapidly collected. We will then work with you to build your capability and infrastructure to better collect data in the future.
Can you facilitate our strategic planning workshops rather than developing the entire plan?
Yes, we offer facilitation-only services for organisations that have internal capability to develop content but need expert process guidance. This typically includes pre-workshop planning, session design, independent facilitation, and documentation of outcomes. We can also provide template frameworks and planning tools to support your internal development efforts.
How do you ensure our strategic plan addresses both immediate pressures and long-term aspirations?
We use a dual-horizon approach that identifies both immediate and long-term priorities. We work to identify how immediate priorities contribute to long-term aspirations, or to understand the dependencies and interactions.