NEW BEGINNINGS THERAPY

March 

STRUCTURE strategy and Five Year Plan


 A practice of therapy  that can extend knowledge beyond borders is a therapeutic modality that we want to be part of - for that we will propose a strategy that can be applied universally and by all  independently of current physical location and when and if the case, organisations at large.

One important aspect of who and what we are is an acknowledgement that our past is not our present and present time is when we are creating our future.  Space and time have different dimensions in an online communication and Five year plan is an Universal tool and a way of reflective practice that we have at our disposal at all times.

Five year plan can involve creating various listings on possible changes and or a review of existing structures.

We are suggesting creating a  five year plan by using SMART Goals and following a structure with an acronym STRUCTURE:


 

S = Specifics   Setting/Space/Agency/Environment/Aspect of Self targeted for a five year plan/Organisation - This section of your Five Year Plan would involve a recognition of what specifics your five year plan should involve – is it about aspects related to work, family life plan, development of a specific industry, sector within your organisation etc. – this aspect involves creating a list of specifics including development goals for your Five year plan.


T1= Tasks/Task Force1/Criteria of change/ - This second aspect is a strong consideration of your targeted areas of development and criteria necessary or aimed at for change, development, modification etc. If a five year plan is devised as a work plan, at this stage all considerations on criteria for change are considered – could be assessing targeted areas of development, specialist knowledge, transitions etc. If it is an organisation, at this stage you will consider structures that are essential for you continuing your business in terms of minimum required.


R1= Resources - this stage of your plan will involve an analysis of your internal and external resources to achieve your target within the timeline assessed for  change. The term resources involves largely everything that needs to be considered including human resources as well as equipment, technology, networking, other organisations, legislation, etc. If simply a five year work plan is considered – at this stage you will acknowledge a timeline of development in your current or future career.

 


U1= Unify aims of your five year plan = at this stage you will need to create a priority list with all identified at stages S T1 R1 and assign all to a timetable/schedule/planner/ with a specific identified timeline – SMART Goals can be used as a potential technique to complete this stage.


C=Contingency/contingencies plans At this stage an assessment of potential events or circumstances that needs formulating for all aims - think on preventative measures i.e. if something in the near future is not going to develop as planned; this stage means that you are analysing all other options of moment of devising your five year plan – anything/any aspect that is assisted by an element of prediction. It could be a plan B for previous stages S, T1 and R1.



T2= Tasks/Task force2/ Criteria for change. At this stage you are considering developing aspects identified in contingency plan in parallel with primary tasks identified at T1. If it is an organisation, at this stage you will reconsider whether a specific aspect of your business or area of development is at high risk and address that with a contingency plan.



U2= Update U1 to account for stage C and T2 – at this stage you will achieve a definite plan of action accounting for all aspects and moreover, it will be possible to recognise what facets of your development can co-exist simultaneously .


R2= Review all Stages of your plan and check for anything that needs Revision 


E= Execute your plan/ decision on a start date.