Title: About the topic Action Plan for Implementing Digital Technologies
Course: Strategic Planning for Digital Technology Implementation > Section: Action Plan for Implementing Digital Technologies

The theoretical part of the thematic unit Action Plan for Implementing Digital Technologies provides an overview of various approaches to the operationalization of strategic goals (breaking them down into specific activities and operational objectives). Furthermore, the steps for operationalizing strategic goals are explained and demonstrated using a simplified balanced scorecard (BSC). In practical terms, an action plan is drafted for the strategy created in the task of the previous thematic unit. Learning outcomes at the level of this thematic unit are:

- explain the role of the action plan and its continuous implementation and evaluation in executing the strategy for the application of digital technologies (2/understanding);
- create an action plan for the strategy of applying digital technologies (7/creating);
- describe methods for monitoring the implementation of the action plan (2/understanding).

Before watching the video lecture on the Action Plan for Implementing Digital Technologies (duration: 7 minutes), answer the following question:

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Transcript

	Greetings. Imagine you are a part of a team that has just completed a digital technology strategy for your institution. You've set a vision, defined strategic goals, identified keen initiatives, and now you're wondering what's next? How do we move from abstract plans to concrete actions that lead to real change? The answer the action plan. In this video, we'll explore how to translate strategy into operational activities. You'll learn how to operationalize strategic goals, define key activities, set clear deadlines, assign responsibilities, and allocate resources. You'll also learn how to monitor implementation to ensure activities are actually completed rather than remaining just ideas on paper. By the end of this video, you'll be able to identify the key components of an action plan, plan activities derived from strategic goals, and organize monitoring for effective execution. Strategic goals are often broad, long-term, and formulated at a high level. To implement them effectively, they must be operationalized, translated into specific measurable activities. For example, if a strategic goal is increase the digital competencies of teaching staff operationalization might include activities like developing a training curriculum, organizing workshops, or implementing self-assessment tools. The key question for each goal is what exactly needs to be done to achieve this goal? Every goal requires a series of specific activities. This should be clearly defined what will be done, time bound, when will it be done, and links to resources and responsibilities. For example, conduct workshops to enhance teacher's digital competencies by the end of the academic year. Each activity should have a clear purpose, expected outcome, and success criteria. A tabular format is often helpful listing for each activity, the responsible person, deadline resources and performance indicators. The process of operationalizing goals can begin with a new SWOT analysis, focusing on the successful implementation of each goal. The aim is to identify strengths and external opportunities that support goal achievements, as well as weaknesses and threats that may hinder it once the analysis is complete. S analysis can be used pairing positive and negative SWAT elements to define concrete actions. Without monitoring, we can't know if goals are being achieved. Every activity must have a defined monitoring mechanism, such as quantitative indicators, number of workshops. Participants or qualitative tools, evaluation service participant reflections that can be quantified. Each activity should have at least one monitoring mechanism with an associated operational target. For instance, the activity conduct workshops to enhance teachers. Digital competencies by the end of the academic year might be monitored by number of workshops held with a target of five per year. Monitoring mechanisms must be realistic and measurable. There is no point setting indicators if data can't be collected. In some systems, target values are defined, minimum, mid, lower, mid, upper, or maximum. Additionally, some activities may be weighted based on their relative importance for achieving the strategic goal. Every activity must have a deadline. Deadlines enable planning, prioritization, and coordination across teams. They should be realistic yet challenging because without time pressure, activities often remain incomplete. Examples. Develop training program by the end of October or hold first workshop by the end of the semester. A G chart can be useful for visualizing timelines and defining start and end dates. Clearly, each activity must have a clearly defined, responsible person or team. They don't have to perform every task themselves, but are accountable for ensuring completion on time and to the required standard. Responsibilities should be clearly communicated with the necessary competencies, resources, and support in place. Well-defined accountability prevents, overlaps and ensures ownership of tasks for each activity. Resources must be planned. Human team members, experts, IT support financial budgets for equipment licenses, fees, and material or technical spaces, tools, software. A solid action plan specifies required resources and identifies where they will come from. Resources are limited. Plans should be adapted to realistic possibilities. An action plan is not something to create and forget. A system for monitoring implementation must be established. This includes regular progress reports, dashboard visualizations, and team meetings to discuss barriers and achievements. People involved should know their progress will be tracked. This promotes accountability. Only about 20% of organizations regularly monitor strategy implementation. Those that succeed often use structured approaches. Such as the balanced scorecard, BSC methodology, which links strategic goals with operational actions, and provides a framework for tracking progress through key performance indicators. Recommendations for improving strategy implementation include regular monitoring, clear communication with all participants, and the use of digital tools for tracking progress. As you've seen, developing an action plan isn't just a technical exercise. It requires clarity, accountability, and realism. A strong action plan turns strategy into concrete achievable steps. To conclude this lesson, take part in the practical task based on the strategy you developed in the previous topic. Design an action plan before starting review the additional materials provided for a deeper understanding of the topic.


As mentioned earlier, strategies and even action plans are often created, but problems usually arise in their implementation and continuous monitoring of execution.

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For more detailed information on the topic, refer to the book Action Plan for Implementing Digital Technologies. This will enable you to develop an action plan for implementing the strategy of applying digital technologies for the selected strategic area and the chosen higher education institution. You will create the action plan in worksheet 5 of the Excel document in which you are working on the e-course project. The instructor will inform you via the forum about all relevant details related to this topic, and you should pay special attention to the online synchronous consultations with the instructor, where you can get answers to your questions regarding the creation of action plans. Test your knowledge with the quiz.