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Without a vision and lack of knowledge of this vision, people and companies will be lost and not succeed. It is vital as a leader to have not only have a clear vision and direction, but to also communicate it clearly to it’s executive teams and staff.
There may be a long term vision and subsequent goals within shorter seasons that align and build towards the overall vision. It is key that our decision making, hiring of teams and staff, resources and processes are all in alignment with the vision and strategies for the season we are in.
I want to give you several questions you can be asking yourself as a leader or executive to help in any season, whether you are a start-up or early growth company, or a company in a mature stage.
Questions:
- What is the vision, have I written it clearly for others to see and understand?
- What are the foundational elements needed to put in order first to execute and build upon this vision?
- What processes and resources do we need to work toward this vision efficiently? Are there certain processes and resources we are currently applying that are not moving us closer to seeing this vision fulfilled?
- Who do I need to help accomplish this vision? What roles need to be filled and which roles are of upmost importance this season?
Alongside a strong, clear, compelling vision, a leader needs to establish and maintain a culture in their business and company. It is important to make sure you are not just having people join your company who share your vision, but the values and culture you desire to live by in your company. Not only do you need to identify the values and culture in your own life, but the values of how you desire teams to operate. There may be some overlap in these areas, but look to create clear list in each so you can bring on others who have similar values to create the culture that is conducive for the vision and your business to thrive.
So, ask yourself. What values do I live by personally, and what values do I see as priorities for the teams I work with and people I work with at my company? What values such as boldness and risk taking, open communication, trust and constructive feedback have in your teams? Have you clearly expressed these to your teams or applied these in recruiting processes?
In the beginning stages of a company, you as an executive may be handling more tasks to build your business. It is important as you build your core teams, you protect the cultural identity in its infancy because you will continue to attract who you are as a company, not just what you do. Your why and who you are is very important. Over time, you may spend less time in the day to day, but shift to overseeing the business in its different parts. It is vital to make sure you see the cultural values of your company from top to bottom, which will be evident in the processes, systems, and relationships you have in place throughout your teams.
Leaders need to continue to make the vision clear, help align your teams to this vision, and maintain the culture necessary to remain a healthy and thriving company. If your company is considering a merger or acquisition, does this other company share similar values not just vision or another business unit to expand your company? There are many cases of culture changing rapidly to the detriment of existing businesses and their people that inhibit growth and people leave or are pushed out by the other business. We need to make effective decisions with both the profit formula and people in mind for the sustainability of the business and its employees; they are highly connected. Remember people can be some of the greatest resources, especially when we walk in unity with shared vision and values while contributing in our different areas of giftedness.
As you reflect on this, spend time to see you have shifted from your vision or cultural values at its core and begin to think how can we begin to move back into alignment to reach our desired goals?
Now that you've identified your company's vision and values, the next step is to put them into action. I suggest taking these steps:
1. Share your vision and values widely throughout your company. Communicate them in meetings, on your website, in employee handbooks and newsletters. Make sure everyone understands the "why" behind the company's goals.
2. Hire and promote people who embody your values. Look for candidates who share your company culture, even if they don't have the exact experience you're seeking. Values can be more important than technical skills.
3. Implement processes and policies that support your vision and values. Evaluate current practices and make changes that align teams and workflows with your company's guiding principles.
4. Model the behaviors you want to see. As a leader, your actions set the tone for the rest of the company. Make sure you personally live by the values you've articulated.
5. Measure and evaluate progress. Find ways to determine whether your vision and values are actually translating into results. Get feedback from employees and customers. Make adjustments where needed.
6. Revisit your vision and values regularly. As your company grows check in annually to ensure they're still being communicated and effective.
Taking these steps will help translate your inspiring vision into real results for your company and employees. If you want to continue to know how to execute your vision in your business with clarity throughout your company, go ahead subscribe for future blog posts. To discover if our Executive coaching service is a good fit for you, please contact me through the website.
