Tips for Developing Leadership Vision and Commitment

Your vision is pulling you. Is it pulling others? You’ve said the right things, but you still struggle with misguided expectations, competing measuring sticks, and those that focus on serving their ego. In business, you know vision matters and it is more than words. It lives beyond your statement of what you see for the future. In lives within the people that walk alongside you as they see it come together. It becomes a feeling, the picture you paint, the emotion others will feel, and the connection to what really matters. 💫 It is what gets you up in the morning and what helps you sleep at night. 💫 It can stand the test of time yet adapt as you learn more. 💫 It gives you balance when the shiny objects appear. 💫 It is not forced as you interact with others. Imagine what is possible when those around you see it the same way. Think of it this way - vision is 80% action / 20% words. Here are four actions you can take right now: ☑ Figure out what gets your people up in the morning and lean on that in every interaction. ☑ Give the space for people to explore, fail, learn, and grow. ☑ Be that sense of stability when shiny objects create a distraction. ☑ Know when ego is controlling the room and how to silence it, especially if it’s your own. This is your leadership moment. Lead with care: curiosity, adaptability, resilience, empathy. And pull people towards your vision. Don’t push. The results? Expectations are clear, measurements are understood, and everyone is leaning in the same direction. P.S. Connecting others to your vision starts with mastering the mindsets to get you there. Not sure where to start or in a stall? I can help. Message me to learn more about connecting your vision and mindset so you stand at the forefront of lasting, positive change for yourself, others, and your business.

I’ve trained 10,000+ top-performing leaders in the past decade. Every effective leader I work with focuses on these 2 key areas: 1. Clearly Define The Destination An effective leader must create a compelling vision for the future and clearly articulate goals for the team. Do not operate aimlessly. Provide specifics: • A long-range target that’s three years out that rallies the team • No more than three Key Results for the next calendar year • The why for both - make it compelling! Without this clear destination, teams lack purpose and urgency. Defining the destination gives them a shared mission to work towards. 2. Remain Focused On The Controllables Once the destination is set, successful leaders maintain focus on aspects within their control, such as: • Model a no-excuses culture - resist the temptation to blame • Create an environment of trust between teams that foster collaboration • Define the mindset needed to deliver what we outlined in #1 above Avoid wasting energy on uncontrollable external variables. Expect endless obstacles and distractions. Remain steadfastly focused on the controllable factors within your reach. Shape these, and you shape the team's future. In short, leaders of high-performing teams create clarity, alignment, and movement. This focus rallies teams toward achieving a shared vision. With commitment in these two areas, you are on the path to effective leadership. --- If you enjoyed this, download the Syllabus for Lead In 30 - the leadership development training program that transforms leaders in just 30 days: https://www.leadin30.com

“I know I need to show up with a vision here,” my client said. “I just get stuck on one question: What the heck is a vision anyway?” It’s a common puzzle: Every leader feels bringing vision to their work is an important part of the job, but it can be hard to put your finger on the actual work of creating and communicating a vision. A vision is a story about a different world. For leaders, a good story depicts not just a different world, but a better one. A really good story shows how that better world could become our reality. And the best stories show that whatever the next step towards that world is, big or small, we have the strength and sensitivity to take it. A great vision encourages us—literally instilling in us the courage to believe that change for the better is possible, and to believe that we are up to the task of making that change real. This task of encouragement is one of the subtlest challenges a leader faces. But it takes more than poetic language and emotional appeals to rally a team around a vision. Every vision is a story, which means every vision must follow the rules of story, narrative tension and resolution. But for a vision to truly motivate, it must weave in a few other key elements: First, it must be rooted in an honest understanding of your team’s true strengths and capabilities, regardless of what they’re being asked to do now or have done in the past. A motivating vision engages your team with what they see themselves doing best, regardless of how others perceive their value. You must be similarly honest about the team’s opportunities and potential for growth. Sometimes that growth can be activated by reshaping existing roles or moving current people into new roles. Sometimes that growth comes from new capabilities imported from outside. A motivating vision connects the team’s evolution to the larger organization’s success. Most importantly, your vision must connect the change you are creating together with your team’s values. The impact of your outcomes must be measured against the meaning it has for the individuals on your team. It’s hard to get motivated about a vision when you can’t tell how it aligns with what you care about—or if it’s actively working against those things. So any leader’s vision work must begin not with speaking or even thinking but simply listening: listening to what your people tell you about what they care about, and being the one to lead that conversation if it isn’t already happening. #designleadership #designmanagement #ux #uxdesign #leadershipcoaching #executivecoaching #productleadership #productmanagement #productdesign

Leadership is such an important thing within successful organizations, but I think it is also something that is often misunderstood. For me and my teams, leadership is not simply about being in a position of authority. It is about empowering others, fostering growth, and creating a culture of collaboration and excellence. Statistics show that a higher percentage of employees leave a position because of their manager than compared to wages, type of work, etc. Whether you’re a seasoned executive, a team lead, or aspiring to lead in the future, there are a few things I’ve learned about leadership that I’d like to share with you:    - Clear vision: Being a great leader means having a clear vision of your goals and objectives. This clarity allows you to inspire and guide your team. Express your vision, share it, and make sure everyone understands their purpose and how they contribute to the bigger picture.   - Empathy: Understanding and connecting with your team on a personal level is key. Empathy allows you to build trust, motivate, and address your team’s needs effectively.   - Lead by example: Actions speak louder than words. Demonstrate your vision and purpose and a strong worth ethic. Embody the values you expect from your team, and they will be more likely to follow your lead.  - Learn, learn, learn: Great leaders are lifelong learners. Stay curious, seek feedback, and invest in your own personal and professional development. And encourage your team to do the same!  - Recognize your team: Celebrate the small and large wins and acknowledge the hard work your team is doing. A simple word of appreciation or public recognition goes a long way.    Remember, leadership is not about authority. It is about empowering others to shine and achieve their full potential. Be that guiding light for your team, and I promise you, you will start to see positive change and a thriving organization.    Any other pieces of advice that work for you? Share in the comments.  

Leaders: you cannot talk about vision too much. Your team craves knowing where the company is going, how you are going to get there, and their role within accomplishing the vision. Here is one simple framework you can use to organize and communicate your thoughts: -State the vision -Past -Present -Future -Call to action State the vision: Read the vision statement together. Have it posted somewhere your team regularly sees it. Make sure the vision is audacious and big enough to consume their energy. Past: Tell them where you have been and what got you to where you are. Regularly share the stories of the early days, funny and profound things that have happened, and failures that the company has overcome. Present: Tell them where you are now. Celebrate the wins while reminding them of how far you still have to go. Future: Declare where you are going, the stakes of what will happen if you don’t achieve it, and the aspirational future if you do. Call to action: It’s not enough to share a great vision if each individual team member doesn’t understand their role within it. They need to know how their individual job and day-to-day activities plays into the bigger vision. If you want to accomplish great things with your great people communicate the vision in a compelling way. Frequently. How do you communicate your vision to your team? #leadershipcommunication #communication #leadership #publicspeakingtips