Vision
Takes a long-term view and acts as a catalyst for organizational change; builds a shared vision with others. Influences others to translate vision into action.
Leadership Levels
Organization/Staff
Understands the mission, vision and values of the organization, and acts accordingly.
​
Transactional
Teaches and practices the mission, vision and values of the organization.
​
Relational
Provides support and resources to staff to enable them to carry out the organizational mission and vision.
​
Transformational
Demonstrates commitment to the agency vision and mission.
Competency
Behavior Indicators
Adapts rules, procedures, customs, and behaviors as required to support the organization and program vision.
​
Assists others to understand and handle the forces and opportunities that require changes of thought and approach.
​
Helps staff members understand the context of their work and how it relates to the work of others.
​
Moves organizational unit toward visionary goals through teamwork and collaboration (e.g., task forces, committees, focus groups).
​
Recognizes and rewards individual and work-group contributions to visionary goals.
​
Sets high expectations for continuing improvements to processes, products, and services.
​
Supports and provides input to the core team involved in implementing the vision for the organization.
Inspire a Shared Vision
Envision the future, by creating an ideal and unique image of what the organization can become. Through magnetism and persuasion, enlist others in the dream. Breathe life into the vision and get people to see the possibilities for the future.
Leadership Essential
Actionable Visioning
Training Formula
Vision Statements
The vision statement communicates both the purpose and values of the organization. It defines the organizations purpose, in terms of it's values rather than bottom line measures (values are guiding beliefs about how things should be done.)
​
For Employees,
It gives direction about how they are expected to behave and inspires them to give their best.
​
Shared with customers,
It shapes customers' understanding of why they should work with the organization.
​
​
Training Tools & Resources
Personality
Profile
Values
Assessment
Motivation
Theory
Development Activity
The Change Management Process
The Process establishes an orderly and effective procedure for tracking, coordination, review, evaluation, categorization, and approval for release of all changes to the project’s baselines.
​
1. Involvement. For change to be successful, the key stakeholders must model the way.
​
2. Communicate. Create a communication plan that articulates the vision of where you want to go and the benefits of doing so.
​
3. Training. Training early allows employees to build greater skills and confidence which in turn reduces stress and resistance.
​
4. Feedback & Recognition. Set up the change effort so that people in the organization experience some early wins.
​
5. Stay the Course. If leaders wish to institutionalize change, the change must become part of the organization’s culture.
Stretch Assignments
