Strategic Planning

We work with colleges, universities, secondary schools and a range of nonprofits to assess and respond to the myriad of challenges and opportunities within rapidly changing environments.  In our work with organizations, we partner to create a shared understanding of their current situation, cast an informed and compelling view of future opportunities and craft the roadmaps needed to achieve desired strategic results.  We understand the need to engage institutions in an expansive and inclusive process that is simultaneously time and resource efficient.  Our work encompasses supporting strategic planning at the institutional, divisional, and department levels.


Key components of our strategy practice include:

  • Incorporation of individual visions, perspectives, and knowledge needed to create a 'big picture'

  • Robust use of external data and perspectives to inform future direction and business strategies

  • Development of strategies that are sustainable, compelling and widely supported

  • Alignment of internal constituents in ways that build on the organizational strengths and develops new capacities

Strategic Planning Services

  • Strategic Readiness Assessment– Assessing the capacity to execute on strategy including ability to lead change, gaps in current expertise, level of needed resources and required organizational structures, systems and culture.

  • Strategic Planning– Developing a compelling and cohesive vision for the future with an implementation roadmap that integrates organizational strategies, requirements for success and a process for measuring progress.

  • Scenario Planning– Generating a short list of “what if” strategic scenarios based on societal driving forces that create the most significant uncertainties with the goal of proactively preparing an organization for alternate, “go to” strategies.

Organizational Change

In response to changes in the environment and shifts in strategy, organizations often need to recalibrate their organizational structures and systems.  We provide innovative and adaptive solutions needed to fulfill an organization's mission and build sustainable momentum.  Our organizational change and development practice addresses essential relationships, structures, and systems required to support high levels of performance. We work with clients to increase organizational capacity at all levels.


Key components of our organizational practice include:

  • Assessment of internal factors, including systems, structures, shared values, staffing levels, and key competencies

  • Assessment of external issues, trends and disruptions affecting the organization and its markets

  • Identification of additional and/or alternate competencies and organizational strategies required for future success

  • Articulation of the impact that organizational changes will have on key stakeholders

  • Processes for gaining support and sponsorship from critical stakeholders

Organizational Change Services

  • Organizational Assessments Conducting honest assessments of organizational structures, systems, skills and values that surface fundamental challenges not merely symptoms.

  • Organizational Strategy & Design– Developing a viable roadmap to implement organizational changes needed to successfully implement strategies.

  • Leadership Team Development – Strengthening leader’s critical capabilities needed to adapt to market dynamics, set strategic direction, operate from an enterprise view, balance innovation and risk, ensure organizational sustainability and develop foundational trust between members of a leadership team. 

Leadership Development

With the rapid adoption of new technologies and an increasingly interconnected global environment, effective leaders must focus on enabling the contributions, performance and success of others. Leaders are called upon to set vision, shape culture, empower teams, leverage networks and focus on clearing the path forward.  We work with organizational leaders to develop their ability to intricately link culture and strategy, expand ownership to the wider workforce and sustain momentum.


Key components of our leadership development practice include:

  • Working with leadership teams to define its purpose, understand its role in crafting organizational strategies, ability to manage the intersection of strategy and operations, develop self-awareness, engage in productive dialogues and embrace accountability.

  • Coaching individual leaders to increase self-awareness, surface areas for change and practice new behaviors. 

  • At the Board level, working with Boards to assess what’s working and what’s not, develop depth of understanding of roles, adapt effective practices and define the desired governance culture.

Leadership Development Services

  • Leadership Team Development – Strengthening leader’s critical capabilities needed to adapt to market dynamics, set strategic direction, operate from an enterprise view, balance innovation and risk, ensure organizational sustainability and develop foundational trust between members of a leadership team. 

  • Board Development - Partnering with Boards to assess their current performance, become knowledgeable about best practices, determine why and how they should adapt their practices and develop a blueprint for on-going Board development.

  • Coaching – Coaching leaders by assessing the needs of an individual leader with an organizational context, obtaining feedback from stakeholders, focusing on behavior change, balancing support with challenge, and determining how to measure change and success.


The compelling need for colleges, universities and secondary schools across the United States to authentically respond to the reality of changing student demographics on campus is unprecedented.  As evidenced by trends, movements and events such as Black Lives Matter, #MeToo, racially charged incidents on campus, controversial historical artifacts and redefinitions of gender identity, higher education is challenged to understand and authentically respond to the experience of diverse students, faculty and staff.  


To support efforts by colleges, universities and secondary schools to rethink their commitments to diversity, equity and inclusion, we work with institutional leaders to develop the in-house capacity for shared leadership on diversity. Our work offers innovative ways to engage faculty and staff in professional development that enhances their individual and collective cultural competency and a shared ability to lead.

Key components of our diversity practice include:

  • Assessment of an institution’s competitive position regarding diversity, the capacity to attract and retain the best and brightest faculty and staff, and programmatic opportunities designed to eliminate the barriers to advancing minorities and women.

  • Development of an organizational business case in diversity to sustain a change initiative and to connect diversity to strategic directions

  • Strategic road maps for diversity and inclusion that create a clear understanding of the current state, build engagement, solidify commitment and forge a shared compelling vision of the future. 

Diversity Services

  • Organizational Assessment – Using available internal and external data, a snapshot of the current state, identification of opportunities and gaps at the individual, institutional, and cultural levels and creation of a roadmap for organizational changes needed to attract, support and retain underrepresented faculty and staff.

  • Diversity Strategic Plan – Developing a shared strategic vision for the institution grounded in desired outcome that supports and enhances school and unit-based efforts with clear lines of responsibilities and metrics. identification of best practices in 

  • Leadership Development – Helping leaders use their positions to leverage diversity related change, develop multicultural competencies and model new behaviors that demonstrate the institution’s commitment to diversity, equity and inclusion. 

  • Faculty Diversity - Professional development for academic leaders, faculty search committees and Equity Advisors to ensure adaptation, rigor and consistency in application of nationally vetted best practices

  • Capacity Building – The CHP Advanced Diversity Education Certification Program brings together faculty, administrators, staff and student leaders who are trained and prepared to serve as Diversity, Equity and Inclusion Advocates. Strategically placed across campus, these DEI advocates form a cadre of committed individuals who play a critical role in engaging others as DEI plans roll out.


  • Non-Profit Board Leadership for Diversity Equity and Inclusion (DEI) – What do historically and currently dominantly white boards need to understand about changes necessary to move beyond the status quo? CHP offers professional development for predominantly white Boards who wish to move beyond articulated intentions to diversity to realized results.

Cambridge Hill Partners diversity, equity and inclusion services and programs are designed and delivered by cross-race, cross gender consultant teams.

© Cambridge Hill Partners, Inc.