What are vision and values. How to use vision & values to lead better.
Vision and values are two of the most powerful leadership tools used by new CEO's, new leaders, or anyone involved in transforming an organization or rebuilding a department.
Values and vision provide employees with a clear focus.
In terms of the 20/80 principle, which says that 20% of leadership tasks account for 80% of leadership results, vision and values are the most effective tools a leader can use to transform an organization or team. Visions and values can also be used to transform teams operating at any level inside an organization and to help individuals focus on what is important for future success.
Use your vision and values to help you see what you could be like in the future
A vision is a clear, comprehensive ‘photograph’ of an organization at some point in the future.
A vision describes the WHAT. i.e. what you are trying to achieve in the future. It is the end result of a strategic planning process.
A vision provides direction because it describes what the organization needs to be like, to be successful within the future.
When people build a dream/vision together in a participative way, they achieve the following benefits:
Focus on what really matters by comparing everything you do to your vision.
Values explain what is important in people's or organizations lives.
Core values describe the HOW. i.e. how will we behave towards one another, and towards our stakeholders in the way in which we achieve our goals.
When we understand our own personal values, and those of others around us, we find it easier to:
Values and the identification of core values for an organization are the starting point of any cultural change programme.
When teams or organisations build a set of core values, they achieve benefits such as:
If the leaders of the organisation or team behave consistently in line with the new code of conduct, they will be amazed by the trust and energy they release amongst their followers.
Values can transform an organization's culture.
One way to change an organisation's culture is to begin by developing a new set of organizational values. Then the organization communicates, rolls out or cascades these values to every team and every employee throughout the organization.
If the values roll-out process is planned carefully, it can be used as a powerful way to change the behaviors and habits of every employee and manager, which in turn can transform an organizational culture.
Build a team by sharing values