Como elaborar uma visão e uma declaração de missão sem armadilhas comuns?

At this point, it is imperative to establish a correlation between the measurable and non-measurable factors that determine how value is obtained, delivered, and perceived by stakeholders. Therefore, it is necessary to utilize the aspirational vision of the end goal and its potential to generate sustainable impact in the future.

When defining your vision, it's essential to ensure it resonates emotionally with both internal and external stakeholders. A vision should inspire and evoke a sense of purpose. It's not just about what you want to achieve but also about the legacy you want to leave behind.

If you don't have a simple and human-centred vision, you're missing a trick. Human-centred vision is about setting a vision human beings have a fundamental drive to support and be a part of, but it should be simple enough that when someone asks what you do at a family BBQ, your people are proud to speak up.

Make it memorable and provide examples of what achieving the vision looks like. Remind the team frequently not just at the annual conference. Have the vision front and center of all company goals and ensure these goals are aligned. Additionally, post the vision on the company website, in company newsletters and even in the staff room. Every team member should be able to recite it.

While your mission should be actionable and measurable, it should also be flexible enough to adapt to changing circumstances. The business environment is dynamic, and while the core of your mission might remain the same, the ways you achieve it might need to evolve.

While it's crucial to be clear and avoid jargon, it's equally important to ensure your statements don't become too generic. The aim is to stand out and be memorable, so while avoiding clichés, ensure your statements still capture the unique essence of your organization.

When involving your team and stakeholders, consider using workshops or brainstorming sessions. These collaborative environments can foster creativity and ensure that a diverse range of perspectives is considered. Remember, the more people feel involved in the creation process, the more they'll feel a sense of ownership and commitment to the vision and mission.

Beyond just communicating the vision and mission, leaders should embody them. Leadership actions should consistently reflect the vision and mission, serving as a model for the rest of the organization. Additionally, consider integrating your vision and mission into onboarding processes for new employees, ensuring that from day one, they understand and align with the organization's core purpose.

Periodically revisiting and, if necessary, revising your vision and mission statements can be beneficial. As organizations grow and the market landscape changes, ensuring that these statements remain relevant is crucial. It's not about changing your core beliefs but about ensuring they're articulated in a way that remains relevant and resonant in a changing environment.

Craft a vision & mission which is compelling by doing these 4 things; 1. Don't stop at the strapline - go further & flash out what it will look like, sound like, feel like & what it will mean when you get there. Strap-lines are words - visions are feelings & meanings 2. Don't stop at the outcome - envision the journey what are the peaks, what are the troughs & what will it take to go up & to go down - find a way for people to taste it. 3. Don't stop at the desire - help people to recognise that they must, that they can & that they will collectively - remember how far you already came collectively & individually to this point in life & help people recognise that they have the capacity to do a. Repeat until after after attainment.