Creating a Vision Statement

Imagine this: You, the visionary founder, see the big picture— Because it comes from you. It probably originated from a deep personal conviction. To you, it’s clear as day. But there’s just one problem: This vision, as vibrant as it is in your mind, isn’t understood by everyone in your organization. Not yet, anyway— It feels like you’re pointing at a giant cloud saying, “Do you see it? It’s there.” And your people don’t. Why? Because the vision can’t only live in you. Your challenge and opportunity is to embed the vision into the very fabric of the company. From the C-suite to the front lines. And that’s way harder than it sounds. I call it “vision adoption.” It's a big part of what we do for organizations. We lead the inception of your vision to its fullest understanding, acceptance, and integration into your operations, culture, and brand. It’s necessary for turning aspirations into reality. So what do you do? 1️⃣ Consistently Vision-Cast Clear, consistent messaging from you ensures that the vision is not only understood at all levels, but embraced too. Articulate the vision's relevance to each department and role. Make it part of your daily conversations. 2️⃣ Cultural Integration Work your vision into company culture through intention — it has to echo daily through your core values, behaviors, and rituals. The vision must be more than a dream. Employees have to experience it through your SOPs, decisions, and strategies down to the tiniest detail. It guides everything you do. 3️⃣ Leadership Engagement The only acceptable leadership style for a visionary company is leading by example — nothing else will ensure buy-in from your workforce. Every vision decision a CEO or executive team makes that isn't aligned with the vision will reflect 10x more intensely in the diminishing commitment of the regular employee. 4️⃣ Empowerment and Ownership Every team member — regardless of title — must see themselves as indispensable to the success of the vision. This is empowerment. That empowerment leads to innovation. And that innovation translates to proactive, self-initiated problem-solving aligned with the vision. And that’s pure vision adoption in action. It’s the difference between a vision only you can see... …and a vision that your whole company actively participates in realizing. Motto® 🏴

Just having a “vision statement” won’t cut it. If you want your team to actually give a sh*t about your vision, try this: As a visionary founder you have everything pretty clear in your mind, but it’s so difficult to get ALL the team absolutely aligned, throughout the whole year. But it all comes down to having a blueprint. Building and scaling a company is like building a house – you need to map out EVERY detail. For a company, I like using 2 crucial tools: 1) The V/TO (Vision-Traction Organizer) from EOS to map out the crucial areas of the Vision: - Core Values (I recommend the Mission to Mars exercise to discover them) - Core Focus/ Purpose (what are you looking to achieve with what you’re doing?) - 10 Year Vision (usually known as BHAG, Big Hairy Audaciouos Goal) - Marketing Strategy (who’s your target user, your promise and your guarantee) And the Traction part to get the 3-year, 1-year, Q’s and monthly KPIS set, in order to organize the execution within the teams. 2) Vivid Vision document (from my colleague Cameron Herold), a 3 or 5-page pdf describing the the desired future state for the company as a whole in 3 years. • How many clients • How many employees • How much revenue by x date • Describing every part of the company as if it was today in 3 years (be as graphic as possible) These tools give everyone a very specific “picture” for your vision, BUT the key here is: → Refer back to it and integrate it into EVERYTHING. At clickOn we brought the end of year vision up all the time. Every meeting, every process – we asked, “Is this getting us closer to our vivid vision?” Because we saw what can happen when you don’t ask that. Back in 2014 we were doing about $10MM year and operating in 12 different states in Argentina. So we decided to diversify – but that decision wasn’t very aligned with our company vision. It was a couple of years before we learned about these 2 crucial tools I just shared. We started losing a lot of focus on our successful products (that still had potential to 10x). New projects we did were done halfway. And after 2 years, we cut them to focus on ONE goal: → Being the best daily deals company. Because that was consistent with the vision that we developed. Think about it: An architect doesn't draw up the blueprint and then stick it in a drawer and forget it. They use it as a guide through the entire process. But too many founders just write their vision statement like a core values statement. Instead you have to live and breathe it. Bring it up in every meeting and decision you make. Even put it on the screensavers and email signatures. You should be able to ask ANY employee who’s just come out of the shower what your goals are. Remember: Your team can’t read your mind… If you want them on board, SHOW them exactly where you’re leading them. — Enjoyed this? Repost ♻️ to share to your network, and follow Ignacio Carcavallo for more like this!

Leaders who go alone, stay alone.  Here’s how to lead together 👇: Here’s the truth most leaders miss: Having a clear vision isn’t enough. If your team can’t see themselves in that vision, you’re still leading alone. 💡 Want to go fast? Go alone. Want to go far? Go together. A strong leader doesn’t just have a vision—they make it the team’s vision. Here are some critical ways to make that happen: 1️⃣ Craft the Vision Story ↳ Don’t just state where you’re going; explain the why behind it. ↳ People rally behind a story they can see themselves in! 2️⃣ Tailor your Communication ↳ Not everyone resonates with an email or a meeting.  ↳ Make sure the message lands through the channels that speak to them. 3️⃣ Invite Collaboration Early. ↳ Let your team be part of building the vision. ↳ When people contribute, they feel a sense of ownership—and ownership drives commitment. 4️⃣ Highlight Individual Impact. ↳ Every role matters in bringing a vision to life.  ↳ People are more driven when they see their work makes a difference. 5️⃣ Make Vision Part of Daily Language. ↳ Reinforce it in team meetings, feedback sessions, and even casual check-ins.  ↳ Keep the vision alive by talking about it often, showing progress, and celebrating wins along the way. 6️⃣ Stay Open to Evolving the Vision. ↳ Teams change, challenges arise, and opportunities shift.  ↳ Flexibility and adaptability will keep your team feeling aligned and valued. ♻️ Found this helpful? Share to inspire others 🚀 Join 57,000+ leaders reading my daily science-backed tips on leading high-performing teams using mindset, habits and systems. No vague recommendations. All backed by science and experience. ➡️ Follow me here Harry Karydes

Two leaders. Same goal. Two very different outcomes. → Leader 1 delivers a polished presentation. Slides are perfect, goals are ambitious, and the team respects her as a leader, mentor and coach. But three months later? No one remembers the vision... the core idea... the goal. → Leader 2 skips the slides and tells a story, one that connects with people emotionally. The team gets pulled into the vision, they ask engaging questions, and make it a part of their daily motion and mindset. That’s the difference between "announcing" a vision and "driving" a vision. Want to make your vision, your plan, stick in the minds of your team? Of those you're depending on to bring that vision to life. Do these 3 things: 1️⃣ Make it personal Connect it to real-life experiences people can identify with. People follow people, not PowerPoints. 2️⃣ Build it together Gather input. When your team feels they had a voice in crafting the vision, they’ll make the vision happen. 3️⃣ Drive it daily Weave it into meetings, hiring, sales, and client conversations. A vision shouldn’t live in a document, it should live in the work. The best vision isn’t the most inspiring presentation. It’s the one that actually changes how people think and act.

Companies don’t die when they run out of money. They die when their leaders run out of vision. Here’s how to communicate yours clearly: The most successful leaders don’t just see the future. They help others see it too. In the 1970s, Steve Jobs envisioned “the computer for the rest of us” before personal computers even existed. Even though it was uncharted waters, his vivid depictions of how these devices would change the world inspired his team to bring the Macintosh to life. When it comes to turning ideas into reality, having an ambitious vision isn’t enough. As a leader, your team has to buy in. They have to be on the same page as you. There are three steps to pulling this off: 1. Picture Close your eyes and envision your company 5-10 years from now. What new products and services are you offering? What impact are they having on society? Can you describe all of it in detail? 2. Convey Next, articulate your company's purpose. Answer why it exists beyond profit. You also need to define 3 measurable long-term goals that are aligned with your vision. Outline key cultural behaviors that embody company values. Lastly, establish clear annual metrics to track. What gets measured gets managed. 3. Reiterate Finally, express your vision repeatedly in meetings, memos, hallway conversations, etc. Whatever chance you get to blurt it out, seize it. If it seems silly, remember both Martin Luther King Jr. and John F. Kennedy sparked massive change in society just by talking about their visions constantly. Repeating your vision not only hammers it into your team members—it alters your company culture at all levels. Join the 12,000+ leaders who get our weekly email newsletter. https://lnkd.in/en9vxeNk

Dec 1, Day 1 of my Learning Leadership Advent Series: Lighting the Flame of Vision: How leaders create a shared vision. What makes a vision powerful? It’s not just having a clear idea of where you want to go, it’s about creating a vision so compelling that others not only see it but want to be part of making it real. As a leader, your role isn’t just to strike the match; it’s to ensure that flame becomes a shared fire, warming and guiding everyone on the team. In my experience, I’ve been asked to shape the strategy at multiple organizations where I’ve led the learning teams. The first time I was asked to build out a 1-3-5 year strategy, I didn’t know what I was doing or what leadership was looking for. Instead of “faking it”, I asked my leader if they could walk me through what the process looked like for other departments at the organization which helped me execute the task. I want to be clear though; I didn’t do it alone. One of my biggest pet peeves is hearing leaders refer to people as “their employees” or “my staff.” The language we use matters, and I’m intentional about describing the team as our team or us. It’s a small shift, but it reinforces a truth I deeply believe: the success of any vision lies in the people who make it happen. The greatest challenge a leader faces and the greatest blessing is always the people. A shared vision requires trust, collaboration, and a deep understanding of the strengths, motivations, and goals of every person on the team. Here’s how you can ignite that shared vision: Speak with Clarity: People can’t rally behind vague ideas. Describe the vision vividly—what does success look like? Why does it matter? Invite Others to Shape It: A shared vision is stronger when everyone feels ownership. Ask your team: What excites you about our goals? What challenges are worth solving? I’ve been criticized for it in past roles, but I love working out loud sharing what I can to help spark ideas for others to contribute. Connect the Dots: Tie individual roles to the bigger picture. Show how each person’s efforts fuel the collective journey. Keep the Flame Alive: Vision isn’t one speech; it’s a daily practice. Talk about it in team meetings, celebrate milestones, and remind everyone of the “why” behind the work. A vision only becomes truly shared when people see themselves in it and when they believe their contribution makes a difference. Now our conversation spark today, feel free to answer this question in the comments: What’s the flame you’re lighting for your team right now? How are you ensuring it’s shared, actionable, and meaningful for the team? #learningadvent25 #instructionaldesign

Most leaders can describe tactics in detail. The problem isn't lack of ambition or resources. It's the absence of a clear destination. This is why we always start with the Desired Future State (DFS) framework... Step 1: Vision Clarity • Imagine we're having coffee or lunch 3 years from today • You're thrilled with your progress • What specifically happened to create this success? • What obstacles did you overcome? • What assets were leveraged? Step 2: Measurement Definition • Identify the precise metrics that matter • Establish clear KPIs that signal progress • Determine how success will be proven to stakeholders Step 3: Value Articulation • Quantify revenue gains (translated to profit) • Calculate cost reductions • Define non-economic value creation The magic happens when these three elements align. Without vision + clarity, metrics become arbitrary numbers. Without proper measurement, vision remains a fantasy. Without value articulation, you can't secure buy-in. I've watched leadership teams transform when they stop focusing solely on immediate tactics and instead build consensus around their Desired Future State. The framework forces crucial conversations that most teams avoid: → What do we truly want? → How will we know we've achieved it? → Why does it matter? These aren't just planning questions. They're the foundation of organizational alignment and purpose-driven execution. Follow me @ Mark Johnson for more ideas to help you.

🎯 Most Bosses Manage. Great Bosses SEE. But how do you develop vision—if no one ever taught you how? Let me show you what worked for me. ⸻ A few years ago, I was leading a team that hit all its metrics—on paper, we were crushing it. But something felt off. Morale was dipping, turnover was creeping up, and no one really knew why we were doing what we were doing. I realized—I hadn’t cast a clear vision. So I made a shift: Every Monday, I started sharing a 2-minute story that connected the team’s daily grind to our long-term mission. The results? ➡️ 27% drop in attrition over 6 months ➡️ 3x more internal promotions the next year ➡️ Team engagement went from “meh” to magnetic Why? Because people don’t follow tasks—they follow purpose. ⸻ So here’s how you build real leadership vision (in 15 minutes a week): 1. Look 1 Year Ahead – Ask: What do we want to have built? (Not just hit.) 2. Connect the Dots – Align your daily efforts with that bigger picture. 3. Speak in Stories, Not Spreadsheets – Vision isn’t data. It’s direction wrapped in meaning. 4. Invite Feedback – Ask your team how they see their role in the mission. You’ll be surprised how clear things become. 5. Repeat It Relentlessly – If it doesn’t feel like overcommunication, it’s not enough. ⸻ 👥 This is for leaders who: • Are responsible for people—not just results • Want their team to want to follow, not just have to • Are building more than just careers—they’re building culture ⸻ 📣 ACTION STEP: This week, schedule 15 minutes to write out your team’s “mission story.” Then share it. In a meeting. In a video. In a Slack thread. Doesn’t matter where—just start. Remember: Managing keeps the ship afloat. Vision sets the course. #LeadershipDevelopment #VisionaryLeadership #HowToBeAGreatBoss

Most projects don’t fail from lack of skill. They fail from a weak “why.” In 20+ years of leading teams, I have seen the difference: Without a strong why, teams lose momentum. Vision fades. Energy stalls. But leaders can help bring energy and clarity that keeps teams guided forward. They help their team believe in what they’re building to work together toward their goal. Here’s how to lead with clarity: 1. Define your cause. - What are you working toward? - Make it human and connected to your users. 2. Lead with belief, not features. - Talk about what matters most, not just what’s being built. - Meaning inspires action. 3. Make your why repeatable. - Repeat the why until your team starts saying it without you. - People need to hear it more than you think. 4. Let purpose guide decisions. - Ask: “Does this move us closer to what we believe in?” - Clarity empowers quicker, more confident choices. 5. Invite your team into the mission. - Co-create the mission with your team. - Purpose builds connections and momentum when shared. The strongest teams don’t need constant motivation. They need meaningful direction. As Simon Sinek said: “People don’t buy what you do. They buy why you do it.” ♻️ Reshare to help others lead with purpose. ➕ Follow me, Melody Olson, for Leadership & Career insights. Image Credit: 𝗔𝘀𝗵 𝗟𝗮𝗺𝗯

I led a $350M org through a strategic planning session - after just 2 hrs the CEO called it a "walk-off home run". Here's my exact framework for creating rapid alignment and vision: 1. The Trust Foundation (20 mins) First, let the room breathe. Watch. Listen. Then, ask each leader to share one childhood challenge they overcame. Why? Because vulnerability creates humanity, and humanity creates trust. When someone shares about their parents' divorce or getting cut from a team, defenses drop naturally. 2. The Vision Journey (30 mins) Create space for deep thinking: - Dim the lights - Play soft instrumental music (I use Dwell on Spotify) - Guide them through a day-in-the-life meditation set 5 years in the future Pro tip: Most leadership teams spend 95% of their time in the daily battle. Few step back to truly envision the future. At $350M scale, this vision gap costs millions. 3. Personal Expression (60 mins) Transform thoughts into tangible vision: - Silent journaling period - Create visual representations on flip charts - Share personal stories of their envisioned future 4. Collective Alignment (10 mins) Bring it home: - Synthesize individual visions - Craft collective bullet points - Write a unified vision paragraph - - - By the end, the team didn’t just have a vision. They had their vision, one that was personal, connected, and inspiring. For the first time, the company’s future wasn’t just a business strategy. It was a shared journey everyone felt deeply invested in. 🔑 The Magic Ingredient: It's not just about the business vision. By connecting personal futures with company direction, you create authentic alignment that drives real change. 💡 Key Learning: Most strategic planning fails because it jumps straight to strategy. But vision without trust is just words on a page. Trust without vision is just a nice conversation. Magic happens when you build both!