Traditional strategic planning, rooted in mid-20th-century corporate practice, relies on exhaustive forecasting, centralized control, and bulky documentation that quickly becomes obsolete in contemporary markets. The resulting rigidity, resource intensity, and hierarchical decision-making inhibit responsiveness, stifle innovation, and distract organizations from emerging opportunities. Integrating change theory, dynamic capabilities, and behavioral science, a framework based on clarity, focus, and action is presented as a practical tool for adaptive strategy. The approach distills planning into three iterative phases: (1) clarity, articulating concise, measurable objectives that align stakeholders; (2) focus, prioritizing the few high-leverage initiatives that create disproportionate value; and (3) action, embedding short execution cycles, real-time feedback, and decentralized decision rights to enable rapid course correction. Lewin’s change model, Kotter’s eight steps, the McKinsey 7-S, OKRs, and research on psychological safety are integrated to show how leadership behavior and organizational culture underpin successful implementation. Evidence is provided demonstrating how organizations that embrace lean and agile strategic planning achieve faster decision-making speed, higher employee engagement, and greater resilience during shocks such as digital disruption and the COVID-19 pandemic. The intent of this article is to position agile strategic planning as both a governance mechanism and a learning system, transforming traditional strategic plans into living documents that continuously and iteratively align intent with reality. Successful adoption necessitates adept transformational leadership, a climate of psychological safety, and cross-functional transparency, thereby fostering iterative learning and sustained strategic alignment within today’s volatile, complex, and often ambiguous organizational landscape.