Recent work with several healthcare clients has taught me a lesson

Recent work with several healthcare clients has taught me a lesson. My encouragement that leaders and managers help employees maintain focus on organizational goals and objectives may be premature.

If the organization doesn’t have a clearly defined vision, what are employees to focus on?

Please note I am not referring to a “vision statement.” That is typically no more than an advertising slogan. If there is no vision behind the words, the statement has little meaning and less impact.

I offer three quick, simple steps you can use to build a true and clear vision for your organization, your department or your team.

Articulate. Build your own picture of where you want the organization to go, what you want it to become. Without describing your picture to the extreme detail, share it with your team in clear, everyday language.

Allow. Hold several discussion sessions. Invite people to express their perceptions of the vision fulfilled. Ask them for specific examples of what they “see.” Encourage them to be more and more specific. (Prepare to ask repeatedly, “What does that look like?)

Actualize. Using images suggested by team members, construct a true and clear organization vision. You may translate it to a verbal vision statement. However, a visual vision statement will have true value in its visibility. Consider a poster filled with scenes and situations representing the vision achieved. (Bonus: use pictures of your team members in that poster!)

The cost: probably less than $200 for a “visual vision statement.” Otherwise, just a bit of your and your people’s time.

The reward: increased engagement by the employees who know their foresight contributes to their organization’s vision of the future.

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