Planning for Impact: Q4 Priorities and a Smart Start to 2026

 Planning for Impact:  

 Q4 Priorities and a Smart Start to 2026 

 Can you believe we are in Q4?! As the leaves fall and the calendar flips toward year-end, November is your sweet spot for strategic focus. Now is the perfect time to pause, reflect, and plan ahead! 

Whether you're wrapping up budgets or rethinking your org chart, this season is all about setting the stage for clarity and momentum in 2026. And, let’s be honest, 2026 isn’t going to be business as usual. From new employment laws to evolving leadership expectations, the workplace is transforming FAST. Let’s talk about what matters most right now, and what’s coming next.

November Focus: Clarity, Alignment, and Action (Tightening the focus!)

• Finalizing budgets and workforce plans
• Aligning leadership on 2026 goals
• Align HR budgets with business goals
• Evaluate HR tech and tools for scalability
• Preparing for performance reviews and compensation conversations
• Build internal leadership pipelines for future roles
• Celebrate wins, communicate with empathy, and setting expectations for what’s next

According to a recent Deloitte survey, 72% of executives say aligning leadership around strategy is their top Q4 priority, but only 38% feel confident they’re doing it well. That’s a gap worth closing.

What’s Trending: Leadership, Compliance & Culture

1. Leadership is shifting from directive to developmental.
   2. Leaders are expected to coach, not just command. Emotional intelligence, adaptability, and trust-building are now TOP leadership competencies. In fact, companies that invest in leadership development are 2.4x more likely to hit their performance targets (McKinsey).
2. Compliance is getting more complex.
   1. With new wage laws, overtime rules, and remote work regulations on the horizon, Q4 is the time to audit your policies wage/hour practices, update your employee handbook, and prep your teams. Don’t wait until January to find out you’re out of step.
3. Culture is your retention strategy.
   1. Employees are looking for purpose, flexibility, and growth. If your 2026 plan doesn’t include engagement and development, you’re planning for turnover.

November Planning Checklist

Here’s a quick “at a glance” guide to help you stay focused:

• Finalize 2026 budgets and workforce forecasts
• Review and update policies for compliance (wage, leave, remote work, AI, substance use, performance management)
• Align leadership on strategic goals and messaging
• Prepare for year-end reviews and compensation planning
• Launch or refresh leadership development programs
• Communicate early wins and build excitement for 2026

Q4 isn’t just about closing the year, it’s about opening the door to a smarter, more resilient 2026. The businesses that thrive will be those that plan with purpose, invest in people, and stay agile in the face of change.

Need help aligning your leadership strategy or navigating new laws? Let’s connect and make your 2026 planning a breeze.

Want to Set Your Team Up for Success? Let’s make sure your 2026 starts strong and stays strong with The People Playbook or reach out for a free 30-minute consultation at info@pplperspective.org!

If you’re thinking, “We need help with this,” you’re not alone. Our team specializes in:

• Leadership coaching and development
• Compliance training and policy audits
• Strategic planning and culture alignment

In December’s article, I will help you wrap the year with intention, covering performance reviews that matter, meaningful recognition, leadership development planning, and how to communicate 2026 changes with clarity and care.

In January’s edition, I will show you how to launch 2026 with momentum, sharing tips for goal rollouts, leadership development kickoffs, and energizing your teams for the year ahead.

-Erin