Any successful business today must employ strategic planning for major projects that the organization may undertake. Implementing any successful strategy will escalate employee awareness, shape your brand, engrosses your community, direct traffic, and in due course an organization’s revenues. These plans or projects and their strategies depend on “tactics” in their conception, development and implementation if they intend to be launched and executed with robustness and evoke successful results in the end. When we begin to develop your high level strategy will discover that there are numerous strategies will straightaway arise. In fact, we may realize that even up a dozen diverse, comprehensive strategies that will attain our objectives. As such, one should remain in maturing all the conceivable approaches available until all options have been fully exhausted.
Still, there are a number of major barriers which can prevent high level strategies from being implemented within an organization. And, perhaps the most common issue is reluctance from employees, which can sometimes morph into outright hostility towards the change. Perhaps, this hostility may come from fear being rooted in resistance to change. Throughout phases of change, many employees can develop the desire to adhere steadfastly to the past since it was a more secure place from them; a more predictable period. When what they did in the past they become comfortable or even experts level with what worked well for them, they may become inclined to become resistant in altering their performance out of anxiety not be able to accomplish as much as they in past with new implementations, When lower level employees do not support the strategy, the strategy stands a much lesser chance of meeting its goals. A recommendation for dealing with this barrier is to open up the lines of communication with the employees,