NL
Lessen over leiderschap in het veld: drie dagen meelopen bij Defensie
Drie dagen met Defensie laten zien wat leiderschap is: niet roepen, maar dragen. Niet alleen gaan, maar samen verder komen.
Annual plan example: this is how you make a plan that really works
OGSM helps you create plans quickly and effectively. With OGSM, you bring clarity, structure and direction to your organisation – all on a single page. This enables you to make clear choices, so everyone knows where the organisation is headed and what’s needed to get there.
OGSM.com has helped over 60+ organizations with OGSM such as:
OGSM.com has helped us a lot in setting up a clear multi-year strategy and effectively translating it to our divisions and business units. With their guidance, our MT has not only turned the strategy into action, but also implemented a process that allows us to continuously improve and continue to focus on our shared goals in a result-oriented way.
Ron Krekels
Managing Director Uniekaas Holland B.V.
OGSM has really given us direction and structure. Our teams now understand better how they complement each other and where their own responsibility lies. The cooperation with OGSM.com went smoothly; they challenged us, got us excited and had a great eye for who we are as an organization. Thanks to their guidance, we now have plans that everyone supports and that really help us move forward in daily practice.
Pauline Escudero Lamboo
Customer Relations Division Manager - DICTU
OGSM helps me and my teams transform annual plans into a clear, concrete framework that provides direction throughout the year and allows us to manage effectively. As a director at Port of Moerdijk and now at Leidingenstraat Nederland, I’ve experienced the power of this structured approach firsthand. Our OGSM.com advisor helps us refine our goals and ensures our plan remains up-to-date and results-focused. This turns it into a dynamic tool that truly drives our organisation forward.
Ferdinand van den Oever
Algemeen Directeur LSNED
Together with OGSM.com, we drew up a sharp and supported plan in a short time. The OGSM method helped us to make ambitions concrete and clarify priorities. She asked the right questions and provided structure without losing the pace. Prior to the process, OGSM.com also held interviews with internal and external experts, so that we could immediately include best practices. The result is a clear compass for our team in the coming months.
Paula van den Boer
Lead Customer Success - Toyota Louwman Financial Services
OGSM.com support was exactly what we needed. He not only helped us bring focus to our 2025 strategy, but also to make sharp choices that really fit where we want to go as an organization. The sessions were structured, energetic and gave us the clarity to continue building together. Thanks to his guidance, there is now a concrete plan that everyone feels ownership of. The implementation of our strategy is now in full swing!
Lisan van der Peet
VP Global HR
With guidance from OGSM.com, our team has significantly improved its collaboration. By focusing on a single, clear, and ambitious Objective, we now have a clear vision and roadmap for the years ahead. OGSM keeps us on track during planning and helps us focus on what truly matters. The result is a goal-oriented approach that allows us to move forward with confidence. Highly recommended for teams looking to seriously improve their strategy and results.
Rick Hunnink
Owner Videonieuwsbericht
Within our organisation, OGSM has been embraced as a strategic management tool. The fresh and independent perspective provided during the process was incredibly helpful in facilitating the right discussions without getting bogged down in lengthy debates. I would highly recommend OGSM.com if you’re looking for a partner and method to take your strategic planning and execution to the next level in your organisation.
Lucas van Schijndel
General Manager BYD
At Crest, we strive for personal leadership in the maritime sector. Before our collaboration with OGSM.com, we struggled to define a clear strategy. Thanks to OGSM.com, we now have an inspiring and focused strategy that challenges us to think bigger and act with more purpose. They also helped us formulate measurable initiatives, enabling us to effectively engage our stakeholders in the mission and execution of our plan. If you're considering working with OGSM, I'd definitely recommend OGSM.com!
.jpg)
Seriena Bal
Program Director Crest Collective
Why Create an Annual Plan?
Many organizations and entrepreneurs draft an annual plan each year. The goal is simple: set direction, create focus, and track results across the year. Without an annual plan, the connection between long-term goals, short-term actions, and overall strategy often gets lost. An annual plan forces you to focus on what truly matters and provides a concrete roadmap to turn ambitions into reality.
Top reasons to make an annual plan:
• It creates focus and helps set priorities
• It makes mid-course corrections easier
• It motivates teams with clear objectives
• It aligns the organization from mission to action
Research shows organizations with a clear annual plan achieve their goals on average 25% faster than those without one. A strong plan also connects people internally: everyone knows where the organization is heading and how they contribute. That increases engagement, reduces miscommunication, and boosts productivity.
Why Do I Need an Annual Plan?
Without a plan, priorities are unclear, cross-department alignment falters, and results are hard to track. Whether you’re in a global firm, run an SME, or operate as a solo entrepreneur, you need control over your future. A well-structured annual plan actually saves time: activities are aligned, metrics are clear, and the team knows what to work on. You’ll avoid ad-hoc decisions, overload, and confusion. It’s also the best way to measure progress and learn from wins and misses. In tougher economic years, a clear plan helps you stay on course and respond to change.
How to Create an Annual Plan Step by Step
A strong plan needs structure and teamwork. Real impact comes from working together and deliberately. Use this field-tested sequence to get started quickly:
1. Look back. Analyze last year: what worked, what didn’t, and key lessons. Use existing analyses, financials, evaluations, and team feedback.
2. Define mission & vision. What do you stand for and what long-term destination guide your choices?
3. Set goals. Formulate SMART objectives—ambitious yet achievable.
4. Do a SWOT. Map strengths, weaknesses, opportunities, and threats to support clear choices.
5. Choose core activities. Separate need-to-have from nice-to-have. Focus requires trade-offs.
6. Action plan & schedule. Who does what, when, and how? Build a visual plan (e.g., year calendar, KPI dashboard) so everyone has oversight and ownership.
7. Budget. Link budgets, capacity, and investments (tools, training, hires) to actions to avoid surprises.
8. Review & adjust. Establish a cadence: monthly operational reviews, quarterly direction reviews. Discuss progress, learnings, and decisions to pivot.
Follow these steps and your plan won’t gather dust—it will guide daily decisions. Many companies use proven formats like OGSM (Objectives, Goals, Strategies, Measures) or OKRs (Objectives & Key Results) to turn strategy into action with clarity and focus.
Self-Build vs. Outsourcing Your Annual Plan
Doing it yourself
• Lower cost, tailored to your context
• Builds internal knowledge and collaboration
• Produces a plan that fits your culture and way of working
Hiring a professional/consultancy
• Faster throughput using proven formats (e.g., OGSM, OKR, A3)
• Fresh, independent perspective; fewer blind spots
• More structure and momentum
Best of both worlds
Co-create the plan with expert guidance. You keep ownership and buy-in, while leveraging method expertise. DIY takes more time but boosts adoption. Outsourcing adds speed and structure but needs more budget. Choose based on objectives, internal expertise, and time pressure.
Common Pitfalls When Creating an Annual Plan
• Too long or too vague: unwieldy or directionless plans don’t get used
• Weak alignment: mission, vision, goals, and actions don’t connect
• Non-SMART goals: hard to measure or achieve
• No buy-in: team isn’t involved and doesn’t believe in the plan
• One-and-done document: created once, then forgotten
• No monitoring: ad-hoc or absent reviews mean flying blind
Extra pitfall: starting too ambitiously. Trying to do everything in one year kills focus. Prioritize ruthlessly: better fewer actions with impact than a long to-do list that never finishes. Keep flexibility to adjust as conditions change.
Expert Tips for an Effective Annual Plan
• Involve stakeholders. Ownership drives execution.
• Work visually. Use a simple plan or dashboard for goals, actions, KPIs, progress (Excel, Trello, or strategy software).
• Schedule reviews. Make adjustment routine—recalibrate at least quarterly.
• Use proven formats. OGSM, OKRs, SPION, A3 provide structure and clarity.
• Be concise. Clear and concrete beats a thick report full of intentions.
• Define roles. Use a RACI to make accountability explicit.
• Focus hard. Distinguish need-to-have from nice-to-have and invest where impact is highest.
Pro tip: Don’t craft the plan only at your desk. Start in a different environment to trigger fresh thinking and stronger commitment—an inspiring offsite, peer exchanges, and best-practice reviews generate actionable ideas and energy.
Optimize Your Annual Plan for Maximum Results
• Recalibrate regularly: adjust after quarterly reviews or market changes—proactively, not reactively.
• Monitor with KPIs: use visual dashboards to make progress clear to everyone.
• Keep it visible: post the plan, use visuals, and discuss progress frequently.
• Reward and learn: celebrate wins and reflect on misses to build a learning culture.
Keep the plan digitally current. Write down responsibilities and who monitors progress. Continuous optimization drives better outcomes.
The Best Way to Build an Annual Plan
There is no single “best” way, but these best practices work well:
1. Last year’s analysis (incl. SWOT)
2. Mission, vision, purpose
3. SMART objectives
4. Clear link between goals, actions, and indicators (schema or matrix)
5. Concrete action plan and role split (with tools/KPIs)
6. Periodic reviews and course correction
Expert tip: Use a template or proven method (OGSM, A3) and tailor it to your context. Combine clarity with ownership, visual structure, and explicit roles. Keep the plan alive—update it as your organization evolves.
FAQs: Annual Planning
When should I create an annual plan?
Ideally at year-end when next year’s outlook is clear. Also before big investments, major changes, or new markets.
How is it different from a business plan?
A business plan is broader and external-facing. An annual plan is an internal, practical work document.
Should an annual plan always include SMART goals?
Yes—measurement and adjustment require SMART objectives.
How do I keep the plan alive year-round?
Schedule reviews, make it visual, involve the team routinely. Bring it into weekly/monthly and quarterly meetings.
Can freelancers/solo entrepreneurs use annual plans?
Absolutely. Keep it tight, work by quarter, manage time/energy, and link revenue to your development.
Common mistakes?
Too many (vague) goals, lack of focus, no ownership, no clear KPIs, and not keeping it updated.
How do I build buy-in?
Involve people early, communicate clearly, and make the plan tangible with visuals and examples.
Can I change the plan mid-year?
Yes and for dynamic organizations, quarterly updates are recommended.
Templates
Discover our OGSM-templates
We have developed various OGSM templates for you for various formats that you can easily download here.
Frequently asked questions and blogs
Learn from our knowledge hub
How do I fill out an OGSM?
You fill out an OGSM by going through four parts step by step:
1. Objective — formulate a clear long-term ambition.
2. Goals — make that ambition measurable with 3 to 5 concrete goals.
3. Strategies — determine the most important choices to achieve those goals.
4. Measures — add KPIs and actions to measure and execute progress.
Preferably use a template and involve your team for support and ownership.
How long does an OGSM cycle last?
An OGSM cycle usually lasts 12 months and follows the rhythm of the annual plan. The OGSM itself is set up at the start, with quarterly reviews to measure progress, adjust actions and learn. Some organizations work with a biannual update, but the basis often remains valid for one year and is cyclically tightened.
What is the difference between OGSM and OKR?
OGSM and OKR are both methods for translating goals into results, but differ in design and application. OGSM stands for Objective, Goals, Strategies and Measures and provides a complete strategic plan on one page including direction, choices and actions. OKR stands for Objectives and Key Results and focuses primarily on ambitious, measurable quarterly results, without a fixed strategy or action plan. OGSM is suitable for organizations that want to connect direction and implementation. OKR is ideal for short cycle focus and alignment.
Is OGSM useful for my organisation?
Yes, the OGSM model is suitable for companies of all sizes and industries. Whether you're a startup or a multinational, OGSM helps you clarify goals, implement strategies, and achieve results.
Why use OGSM?
The OGSM model is popular because it:
• Provides structure: It offers a clear and easy-to-understand framework.
• Enhances effectiveness: It emphasises measurable results.
• Boosts engagement: Teams collaborate to achieve shared goals.
OGSM helps organisations translate their vision into concrete actions, driving improved performance and teamwork.
