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How to Define the Leader’s Vision

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Have you ever considered a vision for your team? It is quite common to assume that a vision is reserved for the most senior leaders in a company. Hopefully those leaders have defined a vision, but that doesn’t mean you can’t have your own vision. Why should you create your own?

It is very easy for the team to get bogged down in the minutia of everyday work. It’s your leadership responsibility to keep an eye on the future so you can continuously lead the team forward. I’ve said many times before that people are always looking for leadership. When the leader has a clear vision and can articulate it well, people are more likely to follow that leader. They want to be part of something that sounds exciting.

To create your vision, start by asking yourself, “If nothing stood in my way, where would I like this team to be in the future?” That’s a start. Of course you want to be somewhat reasonable, but the part about, “If nothing stood in my way,” is critical. Don’t start coming up with excuses for why you can’t get where you want to be. If you want the team to be amazingly innovative, say so. If you believe your team can beat everyone else in your industry or market, say so.

In fact, one of the characteristics of a good vision is its audacity. Again, people want to follow leaders who have an exciting vision.

When you think you have your vision, chose a couple of trusted advisors and tell them your vision. If they don’t react like you’re just a bit crazy and they’re worried about your sanity, work on it a little more. You’re looking for that reaction: the one that says, “Shouldn’t you tone it down a little?”

When you have defined your vision and can clearly state it, it’s time to tell your team. It’s best to do that before you start a planning session. Everything else you do will be informed by your vision statement.

So, what’s your vision?

See videos on this and many other leadership topics on Bob’s YouTube channel.

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