Chuck Price

In the realm of strategic planning and organizational management, frameworks like GOST (Goals, Objectives, Strategies, Tactics) provide leaders with a structured approach to mapping out the path toward achieving their vision. However, while the GOST framework is undeniably useful for ensuring alignment and clarity at various levels of action, it may not be sufficient on its own to steer organizations toward success in a complex and dynamic business environment. This inadequacy stems primarily from its potential lack of consideration for the multifaceted nature of organizations.  Initial plans meet the all too real challenges of resource contention, lack of motivation, conflicts with corporate culture and organizational alignment that gets in the way.  As such, GOST and similar plans are all too often the focus of a flurry of initial activity only to be forgotten before the vision is realized.

To address these inevitable challenges, I recommend a multi-dimensional assessment. Bolman and Deal’s Four Frames from Reframing Organizations, offers a holistic, multi-lens approach to transformational leadership. The frames provide views of an organization from a structural, human resource, political and symbolic perspective.  Each of these is critical in getting the most from strategic planning.  Let’s look at why approaches like GOST are not enough on their own and how the frames can help:

Structure and Planning

GOST inherently focuses on rational, linear planning. It emphasizes setting clear goals, formulating measurable objectives, devising strategies, and implementing specific tactics. This structured approach can be immensely effective in environments where variables are known and outcomes are predictable. However, it risks ignoring the less tangible, more fluid aspects of organizational life. It primarily resonates with Bolman and Deal’s Structural Frame, potentially sidelining the nuanced understanding needed to manage the human, political, and symbolic dimensions of an organization.  Even in doing so, GOST does not consider that certain goals or objectives may span multiple departments or leaders within the organizational structure.  Thinking from this perspective leads to questions such as, “What parts of the organization are involved at each step of the plan,” and, “Should the structure change to remove barriers or better enable the underlying strategy and tactics to play out?”

The Human Element

One of the most significant limitations of the GOST framework is its potential to overlook the human element, which is central to Bolman and Deal’s Human Resource frame. Organizations are made up of people with diverse needs, emotions, motivations, and personal goals. An approach that is overly focused on systemic structure and disregards human factors can lead to disengagement, lack of motivation, and even resistance among employees, ultimately undermining the execution of well-laid strategies. GOST can lay out a vision, but it does not connect with the needs of the vary people who will be charged with carrying out that vision.  To be transformational, leaders must focus on the human element.  It’s where transformation most likely needs to occur.  Leaders should ask questions such as, “What are the motivations and concerns of the employees regarding the plan,” and, “How can we support our team through the changes the plan will require?”

Political Dynamics

Organizations are also political entities where different interests, power dynamics, and conflicts coexist. The Political Frame suggests that success often hinges on a leader’s ability to navigate these waters through negotiation, coalition-building, and the exercise of power. GOST’s methodical approach might lead leaders to overlook these internal politics, resulting in strategies that are sound on paper but impractical in reality due to unaddressed internal opposition or insufficient stakeholder buy-in. Scarce resources, differing objectives and incentives across departments and divisions and so many political pitfalls lie ahead. GOST does not foresee these!  Ask, “Who are the key stakeholders and what are their interests,” and, “What potential conflicts could arise and how can we mitigate them?”

Symbolism and Culture

Finally, the Symbolic Frame reminds us that what often binds an organization together is not just formal structures or clear plans, but shared beliefs, culture, and rituals. These elements can be crucial during times of change or uncertainty. The GOST framework might lead leaders to undervalue these softer power elements, missing opportunities to inspire, unify, and galvanize their organizations through powerful narratives or symbolic actions. KPIs are rarely motivating to the masses and therefore struggle to be transformational. Connect the language, symbolism and culture with GOST and watch how rapidly your vision can be achieved.  “How does the overarching story connect with current culture and values,” and, “How might we create symbols and ritual around this new initiative?”

The Need for a Framed Perspective

The GOST framework is a valuable tool for operationalizing a vision. It lays out a clear connection between the vision and what is to be done. It is important for leaders to be aware of the limitations in such approaches. Combining GOST with the insights provided by Bolman and Deal’s four frames could offer a more balanced, resilient way to lead. By integrating the clarity of GOST with a deep appreciation for organizational structure, human needs, politics, and symbols, leaders can foster organizations that are not only effective but also adaptive, innovative, and cohesive. More importantly, done right it provides each team member with the ability to identify personally with the vision. Such a holistic approach is the key to truly transformative leadership, especially in an era marked by rapid change and unpredictability.

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In full disclosure, I had the good fortune to have Dr. Lee Bolman as a professor at Harvard.  If you are interested in learning more about the Four Frames, you may find Reframing Organizations atAmazon or at Dr. Lee Bolman’s website.