What are the best questions to ask a leader to clarify their vision?

I have worked with many leaders who state that they have a vision for their organization, but few can articulate the "Why". So, I would start with 4 questions in this order: 1. What is your long-term vision for the organization? 2. Why is your vision critical to the organization's success? 3. How can our team best support that vision? 4. What specific goals would help our team to achieve the organization's vision and purpose?

Here are some questions I would recommend : 1) Who do you want to be as a leader? 2) What do you want to be know for? 3) What are some of the biggest opportunities ahead of you? 4) How can you best contribute? What value can you add as a leader going forward? 5) If you had limited time and resources, what is the one thing you would like to achieve? 6) If you had unlimited time and resources, what is the biggest impact you would like to create?

When clarifying a leader's vision, it's imperative you ask thoughtful questions. You should explore the underlying purpose of the vision, ultimate objectives and the specific issue it aims to address. Next, question the intended impact of the vision, including who it will benefit and how it will affect the organization's stakeholders. Understanding the timeframe for the vision's realization is critical, along with what success looks like and how progress metrics. Inquire about potential challenges and obstacles and the plan to overcome them. Finally, ask how the vision aligns with the organization's mission and what role each person plays in bringing it to fruition. These questions will help crystallize the vision and ensure team success.

Exactly!! How is it that achieving this vision going to make the world a better place? How will reaching your vision, help you and others around you? What happens if you don't achieve your vision?

As part of hearing one's 'why', I recommend tying it to a challenge that you have overcome. it's in these stories of overcoming obstacles that people learn and grow. Your 'why' will transform from a vague notion into a relatable story.

What does it look like when you will achieve your vision? What will in feel like, taste like, be like? What will the impact be? Will the world be better off because of it?

As you craft your 'what' statement, think about the benefit that it will provide to not only the people who will be receiving the outcome but also those helping to create the vision. This will get people signed up and aligned to support you.

Your core values are your what. The values drive your goals and feeds your skills. Learn about your values through a coach who can facilitate the process of knowing yourself better.

How is your vision related to the company’s, team’s, individual’s goal? How will you achieve your short-term vision over the next 1-3 years? How would you define a sustainable vision in term of industry standards?

Once you have a clear and compelling why and an understanding of your what's, the how is usually unfolded through being resilient and love.

CUSTOMERS : There is a huge market for every product and services. The real clarity for the vision would come when the leaders try to identify one or set of a customers and trying to solve one of their pain points. 2. TEAM: Based on the customers and their pain points, have the right team and they will figure out how to solve their customers pain points 3. NETWORK: The leader shall play major role in connecting the vision, customer, Team to create a clear network effect which is very essential for sacking up business

Ideally everyone who you can think of including your family. I say this because your work has got so much to do with improving the life of people and clients and your teams who are around you. In giving that you get... And you can give to literally every one.

Having a time frame to complete the vision is incredibly important as it will help someone frame what you are trying to create. Is this a short-term or long-term goal? What is the specific time period in which I can expect to see a result... one week, one month, one year? Defining this aspect of your how makes it immediately relatable to others as they weigh participation in your process.

Now or whenever it is needed. When is never really a question if you have a big why. Do you remember those moments when you keep immersing into the flow state as you worked on something you love to do? Did you think of the time? My guess is no, what do you think?

Under ideal circumstances, what is the first change I would make to help it achieve my goals? Asking vision questions can also benefit an organization's bottom line. In addition to attracting employees, a vision-driven organization is more likely to attract like-minded customers, enabling it to build a loyal client base.

I would add, what is your 'where'? What is the larger context in which your vision is taking place? A knowledge of the forces and factors that led to the creation of this solution would help a customer gain a deeper understanding of where they are coming from.

A couple of ideas: - How will we/you/I know when we've got there? - What will we/you/I be doing differently once we're there? - What makes this meaningful to you, personally?

Additionally, we could ask the leader to make a next step and transform the vision into the strategy. As such during the operationalisation of the vision into the different levels of strategies more clarifications will be achieved as the leader will go true the process of turning more abstract idea of the vision into the more tangible and measurable strategy. In order to do that, the leader will have to be more specific or further develop his/her vision. Moreover, the questions that will impose in that process are actually the ones that will help clarify the leader’s vision.