Making A Vision Statement Part Of Daily Operations

🎯 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

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.