Leaders are taking their people someplace. Do you know where you are going? Are you clear on the direction you are taking your team? Now might be a good time to figure that out.
Lessons from Steven Covey
Years ago, I listened to The 7 Habits of Highly Effective People on tape. Back then Steven Covey was the go-to person for leadership development. His work on creating your personal vision has stuck with me. What he said was this:
A personal mission statement is based on habit 2 of 7 Habits of Highly Effective People called begin with the end in mind.
Get clear on your vision
I strongly suggest that you spend time figuring out your vision before you get into strategic planning with your larger organization. You as an individual leader need to know that your vision is about.
However, it is when you get clear on your individual vision that you start to really take ownership of your work and create more enjoyment in your work.
6 steps to complete your personal vision
Step # 1 – Identify the company’s goals
Jot down a few rough notes about the direction the company is going.
This doesn’t have to be completely accurate and detailed. It’s not what is typed in the tombs of the management documents. It’s kind of a summary of what you know officially combined with what your gut tells you.
Set this summary of the company’s vision aside.
Let it go out of your mind for a bit. You will come back to it, but for now, ignore it.
Step # 2 – Identify your long term vision
Take a few minutes to close your eyes and reflect.
Imagine the perfect scenario for a few minutes and notice what is happening, what’s working well and how you are doing your job.
Write down your own vision. This is your own mission critical. This can be in paragraph form or point form.
Step # 3 - Find alignment
How is your vision aligned with the company’s vision?
Now it’s time to pull back in the vision of the organization. How does it align with yours?
If there is no alignment, that certainly tells you something, like perhaps it’s time to find a new job. If so, read more here.
If you can find points of alignment, it’s time to spend some time there.
Step # 4 - Create your 1-year vision
Look at your one-year vision.
Start to bring your vision in closer. In the next year, if you stay with this organization and continue to do the work you are doing, what is it that you see you being able to do in a year?
Again, close your eyes and visualize it.
See it visually.
Record some of the specifics of that vision.
Step # 5 – Develop the plan
What takes you closer to that vision and what takes you away from it? What do you need to do to more closely align with that vision? Start to develop specific tasks and strategies you need to do to move towards that vision.
Write down your vision and your plan.
Consider this for
Step # 6 – Review your vision and plan weekly
Take your plan and write it down in a summary format. It’s important for this next part to have it on one page. It might be a
Put its someplace you can access it easily. It might be on your desk, in your day timer or a file on your phone.
Come back to this vision weekly
This step is the most critical. Create a routine where you purposefully spend time connecting to your vision weekly.
That might be scheduling an appointment with yourself each Monday to spend 10 minutes reviewing it. The key is that you want to intentionally re-connect to your vision each week.
During this time, determine how in line you are with your vision. This is a time to decide where you need to course correct. What activities, conversations or tasks do you need to do more of or let go of to get you back on track?
Creating your vision intentionally gets you there way quicker
When you commit to setting aside 2-hours to develop a personal vision for your role in the company and then commit to reviewing that vision weekly, your leadership will excel. You’ll find more enjoyment in your job and will notice more success in your overall team’s performance. Connect to the future and create your path to get there. It’s called Intentional Leaders
The Webinar Topics
Those who run companies (listen carefully, this might be you) complain about employees that don’t do what they are supposed to. Leaders grumble about a staff that doesn't care, employees that aren’t loyal and people who only see the job as a means to a pay cheque. Management gets frustrated when the team wastes time and money. These are everyday criticisms from bosses.
What if perhaps, all of that is true AND that a large part of the reason for that reality is that employees behave like that as a result of how the leaders treat them? What if one of those leaders is you? Ouch right?
You get what you expect
Have you ever heard the expression “You get what you expect?” There is a lot of truth to that in your marriage, in your friendships and as well in your employee’s commitment and effort they put towards the company.
Our expectations inform our actions
The expectations we have come out in the way we as leaders behave. Our interactions with our employees communicate the beliefs we have.
So let us just assume for a moment, that there is a different way.
We are born learners. We move what we are learning from our heads to our hearts, to our hands.
Employees hearts are impacted, positively or negatively by what their leaders expect
If we simply demand, yell, lecture, threaten and ridicule staff, they will feel deflated, defensive, angry and apathetic. You get, what you expect.
Expect engaged employees
If you are looking instead to have energized, engaged and dedicated staff who truly care about the work they are doing, you must connect what is happening for them to their heart, in a good way.
Here are 3 ways to start change your impact on your employees:
1) See your employees as individuals
They are not just an employee number, a warm body or somebody to delegate work to. They are a human being. They have feelings. They have lives. They do care. If you want them to care more, about the same things you care about, treat them with respect.
2) See their strengths and their potential
We are all gifted with qualities, skills, and traits. Each of us is unique. Even though we may have the same title and be doing the same job duties, each one will do it in their own distinctive way.
3) Invest in them
Give your employee’s your time and energy. I am not talking 2 hours of uninterrupted time. It could be 5 minutes of uninterrupted time. But that time could be invaluable to them.
Taking responsibility for your expectations
Seeing the role you play in your employee’s attitude is the first step to changing the connection your staff have to their day-to-day work. It starts with you. Recognize your expectations play a huge role in how you act and then subsequently how your team acts. Work to motivate and inspire your staff by seeing them as individuals, seeing the potential within them by drawing on their strengths and then invest in them. When you make these shifts, you and the team will experience more success and enjoyment in the work you do.
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Women leaders often hit a point where they find themselves in over their heads and wondering if they have what it takes to lead.