LTT PRJCT
LTT PRJCT
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A30101909129
GROUP -19
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Do you think vision, mission and values have been done to death in your
organisation? Why is this? Probably because they are stale - or the people at the
top do not make them a key part of the day to day organisation and culture.
Maybe your company has not really introduced them. I wonder what you are
missing?
The most compelling vision will operate at 3 levels - analytical, emotional and
political. It appeals to the head, it captures the heart and it must be shared by the
people.
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Tom Peters, Thriving on Chaos
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T.E. Lawrence (Lawrence of Arabia)
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I believe vision is critical to success. It is as vital as having a
compass in the endless forest. Yet vision alone, like a grand
idea, only goes as far as it is acted upon. Leadership is what it
takes to work towards your vision. Leadership is guidance,
whether in the classroom, in the home, or in the office.
Leadership is motivating and inspiring. It may involve being
a mentor or role model. It may involve talking, or just
listening. With my strong foundation of education and
experience, I plan to make my vision for education become a
reality.
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Leaders dare to think differently and not be afraid to inspire
others.
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-c Leaders set an example
-c Various vehicles to communicate new vision
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-c Eliminate obstacles to change
-c Change structures that undermine the vision
-c Encourage risk-taking activities
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-c Plan for tangible goals
-c Establish goals and create improvements
-c Reward employee involvement
To create an effective vision statement, especially for an established
organisation, requires you to make it a leap forward from where you are and to
have a medium or long-term perspective. There is no "right" way to create your
vision. It could be a couple of people sitting around over a drink (which may
help the creativity and reduce inhibitions!) or a facilitated team session.
Although they may be short (eg. Canon's vision, to beat Xerox), they need to be
easily communicated and owned by the top manageme nt. This does not mean
that they are the result of casual thinking. Good visions will be the result of
serious thought and checking through some key criteria. We have often found
that when challenging organisations about their visions, they have not checke d
them sufficiently against these and just view them as a marketing statement.
The vision has to be a lot more than this.
When you have a clear vision, you can check that everything in the firm is
geared towards delivering this. "To be our industry's supplier of choice, giving
great value." This could be a sample of a vision statement, without debating
where it is flawed! (It could be shortened.) It does also mean that you have to
ensure your front-line service from receptionists etc is top-notch as well as your
administration, purchasing and finance departments. It is not only the front -line
people in the organisations who ha ve to deliver against this!
To show how you are going to make the vision a reality, you need to have a
mission statement which fundamentally tells how you will work to deliver it.
How will we build the dream? A good way to create a mission statement is to
involve a team to brainstorm ideas - and then leave the final drafting to only one
or two to do. There are many models for creating mission statements and as
many views about how long they should be and what they contain. We prefer
them to be clear and to the point. A simple approach is to answer three
questions, keeping the vision in mind and also think of it from a client's
perspective:
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you focus your marketing efforts. Remember, not everyone is a potential
customer, as customers will almost always have both demographic and
geographic limitations.
Brainstorm these questions and develop lists of the ideas which are generated.
Then consolidate the common themes and hand them to your "scribes". Their
task is to create a simple statement about what you do: Ô!
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Ô This could arguably be shortened but it still needs to contain the
what, how and who for elements.
The final part is to ensure that you have the right foundations to build upon -
your corporate values. Values are statements that guide how the organisation
will behave in pursuit of its vision. In the corporate world, many organisations
have developed their own values li sts - and these can be found in reception
areas, on office walls, websites and in company literature. This, in itself, is a
good start. However, they have to become a lot more than just words on paper
or screens. They need to become the underpinning "way of being" within the
organisation. Rather than a list of words, which tend to be generalisations and
highly subjective, they need to be clearly described in behavioural terms.
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-c Identify the areas in which to "set" them
-c Define the specific behaviours that will apply for each
value
-c Set standards related to these behaviours
-c "Walk the talk" as the management team - become the
role-models
-c Publicise them widely
-c Revisit and refine regularly
-c Provide feedback on how well they are being followed
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-c Helps others understand CARE¶s vision, mission and values, their
importance, and the linkages between individual's work and the
strategic priorities.
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-c Translates the vision, mission and values into day -to-day activities
and behaviors.
-c Guides, inspires, and motivates others to take actions that support the
vision and values.
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§ Refer to CARE¶s vision, ҏ§ Identify how your work relates
mission, and values when you to the vision and values, and
talk about initiatives, problems, explain it to a colleague. Ask them
and priorities. Incorporate them how their work relates. After you
into the way you communicate have practiced, have the same
recommendations for action. discussion with your manager.
§ Whenever you discuss work
§ Help individuals see how
initiatives or problems, discuss
their work supports the
how they relate to the mission,
organization¶s vision, mission,
vision and values. Do this in group
values, and objectives. meetings as well as individual
conversations.
§ As appropriate, help
individuals understand CARE¶s § Think about whether your
vision, values, and mission. actions are consistent with your
Make sure anyone reporting to message about the mission, vision
you understands them, and can and values. For example, do you
talk about them to others. ask others to link their work to the
vision, but continue to focus your
attention on old priorities?
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Associates who understand how their organization¶s values contri bute to their
and the organization¶s success are more likely to be motivated by the values.
For example, associates are more likely to commit to the value of developing
organizational talent if they realize that keeping people¶s skills up to date will
benefit their own careers and give the organization a significant advantage over
competitors.
Associates must feel that the organization¶s vision and values resonate ³with
their own deepest feelings about what is right and worth doing´ (Nanus, 1992).
To gain this level of commitment, encourage associates to make their personal
aspirations and beliefs specific. Then show the link to the organization¶s vision
and values.
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When talking about the vision and values, use simple language and terminology
that you can tailor to associates¶ experiences. For example, if you¶re explaining
the importance of customer service to the information systems department, use a
phrase like ³customer interface.´ However, ³quality delivery´ might ring truer
with the shipping department. In addition, vary your descriptions of the vision
and values to suit certain educat ional levels or geographic locations
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Communicating the vision and values is an ongoing process, not a one -time
event. Discussing the vision and values frequently with associates helps guide
their daily actions and decisions. It also sends a consistent message: The vision
and values are a way of work life, not just fads or clichés.