The Leader Mindset #30

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Thank you for coming back to my weekly newsletter discussing leadership, business and talent management.

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Vision Isn’t Just for the C-Suite Anymore (part 1 of 2)

When most people hear the word vision, their mind jumps straight to the giants of history. Martin Luther King Jr. painted “A Dream” with unforgettable imagery. John F. Kennedy laying out the moonshot. Maybe even Winston Churchill rallying a nation during its darkest hour.

And sadly, most of us believe, "I can’t do that. That’s not me. I’m not the charismatic orator or my position is not in the C-suite. Therefore, vision is something that other people need to do!”

It is time to reframe this perspective. Vision is a MUST for all leaders!

Having a Vision Isn’t Optional

One of the most consistent findings in leadership research is this: vision matters. It’s a cornerstone of what academics call transformational leadership, and it shows up in the dimension known as inspirational motivation. The research shows that leaders (any level) who can craft and communicate a compelling view of the future consistently outperform those who can’t on a host of essential metrics, such as leadership effectiveness, employee engagement, customer satisfaction, and financial performance.

Why? Because vision does three critical things:

• It builds trust in a future that is worth striving for.

• It fosters optimism and enthusiasm to achieve something difficult.

• It creates a shared sense of purpose that keeps people moving in the same direction.

And here’s something I’ve learned working with visionary leaders: vision isn’t the same thing as charisma.

Vision ≠ Charisma

I once worked with a CEO who was, by all accounts a serious introvert. Public speaking was clearly not his thing. But he was masterful at using a handful of words to explain why change was necessary, what role each of us played, and how the new direction would ultimately benefit our customers.

He wasn’t flashy. He wasn’t an entertainer. But he was clear. And his clarity moved people to action.

That’s the real lesson: vision doesn’t belong only to the extroverted or the naturally inspiring. It’s a skill that any leader can learn with the proper focus and practice.

Why Vision Matters More Now Than Ever Before

Right now, the current business environment is marked by immense uncertainty. Technology is reshaping industries and economic cycles are chaotic.  Let’s be honest, people are scared, and trust in leadership is at an all-time low.

Leaders who can paint a vision of the future that feels possible and purposeful, and show people their place in it, will deepen trust and stronger engagement. In the absence of vision, the work might get done, but work will turn into uninspired transactions.

Weather at a team or organizational level, vision creates clarity and purpose when the world feels chaotic.

Vision Is a Skill—So Practice It

Here’s the mistake too many leaders make: they wait until they’re in high-stakes roles to start thinking about creating a vision. They believe that once I’m an executive, then I’ll need to figure out this vision thing.

By then, it’s too late.

Ultimately, you can and should practice vision at every level of leadership. Whether you’re leading five people or five thousand, you’ll need to inspire your team around a purpose, a direction, and a sense of meaning. 

Just like coaching skills, you don’t get better at visioning by reading about it. You practice, reflect, adjust, and practice again.

So, where do you start?

Four Ways to Build Your Vision Skills

(Use the “How to Build a Vision Guide”.)

1. Start with your big idea.

Ask yourself: What’s the core purpose of my team? What problem are we here to solve, or what change do we need to drive? Vision always starts with clarity of purpose and an understanding of the future.

2. Ground it in logic.

Vision isn’t fluff—it needs substance. Explain why your direction makes sense, how it connects to strategy, and what will happen if nothing changes. Start by incorporating data, facts, and statistics that makes your point clear.  People rally around ideas when they can see both the “why” and the “what.”

3. Make it memorable.

While delivery is not the most important, it can help make your message memorable. Some valuable language techniques include repeated language, analogies, stories, and vivid imagery. Your vision doesn’t need to be epic, but it does need to be sticky.

4. End with a call to action.

Don’t just paint the picture, invite people to achieve it. What do you need them to do? What role will they play in shaping that future? As the adage goes: vision without action is just daydreaming.

A Final Point

If communicating a vision feels uncomfortable, you’re not alone. Most of us don’t wake up one morning suddenly gifted with the ability to inspire others. But just like any other leadership skill, you move to mastery the more you practice.

So, here’s your challenge: this week, practice articulating a simple vision for your team. Use the guide provided, practice in front of a mirror, and ask for feedback.  You don’t need come out of the gate with perfection.

Come back next week for part 2 of this article, where I share how you can create a team culture that reinforces and strengthens you vision. 

Upcoming Free Succession Planning Webinar

Register Here: https://events.teams.microsoft.com/event/5188bdd8-447f-43b0-aa20-efe4abf7b800@b1563aa9-779c-43c4-a3b8-29400ca86ff1

Want to take your succession planning to the next level?  One strategy is to integrate assessments into the process.  

 In this webinar, we will share:

• When and how to use assessments in succession planning

• How assessments add value to the identification and development of leaders

• Real-world case studies that highlight the impact of assessments 

Join us for a free 60-minute webinar:
Your Succession Planning Secret Weapon? - The Right Assessment Strategy
📅Friday, Oct. 3 (register with the link above)
🕛10:00 AM CT
🎯Designed for HR, OD, and leaders

Andy Noon, PhD

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Thanks for reading and look forward to seeing you again next week.

Andy