Share Your Vision and Direction For the Company

As a business leader, it is your responsibility to develop long-term goals that foster a culture of continuous improvement and growth. Once the goals are in place, articulate to your staff the direction you plan on taking the organization and how you plan on doing that. This journey you plan on embarking and how you plan to do that (Organization’s Vision) has to be easy enough to follow, clear to understand and inspiring enough for all your staff to buy in.

How to Develop a Vision for Your Company

1. Figure Out Your Purpose

First you have to define the sole purpose of your company’s existence. This is not just observable deliverables of your organization. It is a bold affirmation of what the organization stands for.

2. Establish A Direction

Then you need to establish a direction that involves figuring out where your organization is heading to and how soon it wants to get there.

3. Create A Vision Statement

You have to show your staff how you plan on arriving at your destination. The best way to do this is by formulating a short, clear, inspiring and memorable Vision Statement that is aligned with the organization’s values, and motivates staff.

4. Share the Vision

To ensure everyone is on the same page, you have to engage staff by telling them how the organization’s vision is aligned with their roles and also communicate your long-term plans for the business with enthusiasm.

Why Having a Vision is Important?
It is important for an organization to have a vision as that brings clarity to all the staff on where the organization is, where it is planning to go and how it will get there. A vision keeps staff engaged, motivated and aligned with the company’s values. However, absence of a vision makes staff confused, dis-engaged, demotivated and misaligned with the company’s values, ultimately leading to organization failure. To achieve long-term goals an organization has to foster a continuous improvement culture. This means the organization has to go through change, letting go of the old systems and embracing the new. Change triggers some form of resistance from staff as they will have to leave their comfort zone. However, if you have an inspiring vision that staff can resonate with enough to visualize a new and better future, they will stay engaged even though they might be hurting from leaving their comfort zones.

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