Strategy often feels like a buzzword employers put into job descriptions to shake off candidates who are afraid of a challenge. However, at its core it simply means a plan of action designed to achieve a long-term aim.

With the ongoing shift of GP practices seeking more business-minded managers, it’s more important than ever to have a clear idea of how to develop and implement strategies.

So what precisely does strategy mean in terms of general practice? In some ways, strategy is ever changing. It needs to be reactive to what is going on in the world but also contextually appropriate.

Strategy can be implemented in the key areas managers are responsible for; finance, workforce management and the continuous and ever-changing developments in the NHS.

When it comes to developing a strategy, start small. The same principles apply to whatever you wish to achieve, but in order to get more comfortable pick out a small target and then build yourself up.

The key principles to remember are:

What – What exactly do you want to achieve? Narrow that goal down to its simplest form.

How – How can you hope to achieve this goal? What objectives should you put in place? Do you need to do any research beforehand?

Other Perspectives – Discuss your goal with others in the practice - they may offer an insight that leads you to a new way of achieving the goal.  

Worst Case Scenario?  - Imagine all of the possible outcomes of trying to implement your goal, including worst case scenarios. This may help you think up ways of avoiding negative outcomes.

Anticipate – As previously mentioned, we operate in the NHS - a world that is ever-changing. Try to anticipate this wherever possible. What changes do you know are definitely coming up?

Get Creative – Don’t get bogged down in trying to ‘think outside the box’. The box is usually fine; it may just need a nicer design. Try some brainstorming activities to hit that inspirational note.

Here’s an example of how to implement those ideas:

Goal - To recruit a new receptionist

What: Recruit a new receptionist, quickly and cheaply.

How: Research the most cost effective methods of recruitment, research vacancy advertising tips, and prepare an attractive but realistic job description.

Other Perspectives: Ask the rest of reception admin team what skills they think the new receptionist should have and what the biggest challenges are in their role.

Worst Case Scenario? – We don’t get any applicants. If this happens, could we look into getting an apprentice?

Anticipate – Stay abreast of the HR legalities and obligations surrounding recruitment. Look into whether the NHS offers any help, such as a pilot programme for receptionist training.

Get Creative – Would an ‘open day’ attract applicants? Should I include a questionnaire that may help gauge respondents’ personalities?

Ultimately, it all comes down to putting a plan into action to help you achieve an aim. Getting started is definitely not as daunting as it may seem at first.

Looking to plan the future of your practice and learn more about putting effective strategies in place? Why not take a look at Progressing Your Practice a practical and interactive workshop for practice managers from award-winning training providers Thornfields.