Alice came to a fork in the road. Which road do I take?, she asked.
Where do you want to go?, responded the Cheshire cat.
I don’t know, Alice answered.
Then, said the cat, It doesn’t matter what road you take.
Lewis Carroll
Why Vision Matters
The very definition of leading means that you are taking people to another place that is not here. To lead is to get others to change!
This means that your first act as an effective leader is to be clear about where you want to take your team — the changes that you want them to make.
When you are clear about the goals for your team we say that you have leadership vision. You can see where your group needs to be and it is not where they are at currently.
Your first act as an effective leader is to be clear about where you want to take your team. Share on XWhat is Leadership Vision?
It sounds simple but having real leadership vision is more complex than it seems. The lack of vision is a common reason why leaders fail in their ability to get others to support them in making needed changes.
Leadership vision requires you to imagine a future that is more desirable for your team. It’s better for the group and it’s better for your team members individually. If your vision does not meet both of these tests, your team members will resist your leadership and the change that you want to implement.
Your leadership vision needs to be beneficial! Keep in mind that no one will be committed to supporting your change effort if they see it as hurting them in some way. That’s human nature – we resist pain!
When you have leadership vision, it inspires people to want to follow you. Further, your leadership vision answers the classic question that everyone wants to know when you request them to support you or make a change. Specifically those listening to you are asking the following (even if they don’t say it out loud):
What’s in it for me?
Leadership vision is clearly about change.
Leadership vision is affected by your ability to explain the reason for your change and then inspire your stakeholders (team members, peers, customers, boss, etc.) to accept your new way of doing things.
If you are unclear about where you want to take your team, your first priority is to become crystal clear about what your group needs to do.
Consult broadly with your organizational stakeholders to fully understand the priorities of your organization. (Hint: Consult and then compare what you heard to where the money is spent. If there’s a disconnect between where the organization spends its money and what your stakeholders tell you is important, probe more for the reason for the inconsistencies.) Organizations demonstrate what's important to them by where they spend their money. Share on X
Also incorporate relevant information from trends in your industry and outside of your industry. The last thing that you want to do is develop a vision that takes your group backward.
So, effective leadership and change begins with vision!
Can you tell your group clearly where you want to take them?
Can you tell your group why where you want to take them is better than staying in their current situation?
If you can’t provide these answers to your team, then unfortunately the cold analysis of the Cheshire Cat currently applies to you: It’s doesn’t matter what you do with your group, because you’re not clear about where you want them to go.
Fortunately, you can fix that! It’s time for you to craft your vision.
This article is accurate to the best of the author’s knowledge.
Content is for informational or educational purposes only and does not substitute for professional advice in business, management, legal, or human resource matters.