A vision can be defined as “a mental picture of what could be, fueled by a passion that it should be.” One of the most important characteristics a leader can have is the ability to cast a vision with clear direction and engage others to understand and follow that vision to completion. Unfortunately, it’s not always easy to convey your vision or convince others to follow it. Here are the three most common obstacles that can deter a successful vision path: Not setting a vision – While a leader may have the desire to set a vision and may even have ideas about the vision, he/she may never move from desire to communication, and therefore the vision is not distributed among the organization or team. Allowing a vision to “leak” – Even if a vision has been communicated well, often the team will get off-track or the focus get’s derailed or deemphasized. That’s when a vision “leaks.’ Not changing a vision when it needs to be modified – This occurs when a leader is faced with significant change — in the organization, the business environment, the analytical data, for example — and continues to hold onto a position that is no longer the optimal decision for the organization. Vision is not something you can set in stone and then move on. Leaders must periodically evaluate and revise their vision to reflect the ever-changing needs of the organization. While many leaders talk about the need to set a vision, it is often difficult to constantly monitor the pulse of your organization and the relevance of that vision as time goes on. Yet, making this a priority tends to generate the guidelines that are needed for your team to be successful.

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