How do you foster a sense of purpose and vision among your followers?

One of the most effective ways I have found to inspire and encourage people to find their purpose is to share yours. I lean in on how my purpose helps guide my decisions, how it helps me focus on things that contribute to that purpose, and how it contributes to my fulfillment. I ensure people understand how it has changed my drive to wake up with meaning and to go to sleep with peace. I say this as if I knew this before, but in reflection, I realize the amount of curiosity I garner and see a heightened motivation to find a purpose and fulfillment. Best of luck out there!

Top tips for embodying "the vision" Clarity - Ensure the vision is clear, concise, and easily understandable. Ambition and Purpose - The vision should inspire both intellectually (the head) and emotionally (the heart). Authenticity - Be genuine and authentic when communicating the vision. Let your passion and belief in the vision shine through. Connection - Use the vision to connect with people on both an emotional and intellectual level. Behaviors - Align your own behaviors with the vision. Lead by example and demonstrate the values and principles embodied in the vision.

I’ve found that before I focus on what I “should” do, it’s just as important to first identify what I shouldn’t do. Here are 3 things I avoid: ? Micromanaging: Avoid hovering over every decision, trust your team. ? Ignoring Input: Don’t disregard team members', they need to feel heard. ? Lack of Transparency: Avoid withholding information; share the vision and updates openly. With those guardrails set, here are three things I can do: ? Align Goals: Connect team goals with the bigger picture. ? Encourage Growth: Support professional development. ?Celebrate Achievements: Recognize and reward efforts and milestones.

As a leader, it is important to indicate how your vision was shaped by the input from stakeholders. This creates more likelihood for a shared vision and increases the chance of greater uptake.

I would also add that it is important that your employees, board and volunteers buy into the vision and purpose. Get their feedback on the purpose and vision of your organization. It can not be all about your vision and purpose. It needs to be about the organizations vision and purpose. Once you have all agreed on the vision and purpose then display it so both your customers and staff can see it. You should also consider developing organizational values with the assistance of the staff board and volunteers. Have each staff member display a copy of the vision, purpose and values in their individual offices so it is not forgotten. Review it at quarterly staff meetings and board meetings.

Critical to develop a shared vision and mission for your organization or unit. While you may have a personal vision, to create by-in and coherence it is recommended that rather than issuing a vision and mission statement, as a leader you co-create with key stakeholders

Providing a space for people to share their ideas in how to implement your vision is key for success. People involved in the day-to-day operations have a much better idea about the real needs of customers and the best way to meet those needs. Getting their input allows leaders to carry out their vision in innovative, effective ways.

Appreciation and recognition are among the most important rewards. Let your team know regularly how much you appreciate their work. Point out to your group and to others outside of your group accomplishments made by individuals in your group.

It's also important to consider how people are accomplishing the vision and recognize those getting after the work in a way that aligns not only with the vision but also the values. Otherwise, we can end up rewarding people who are getting the work done but at the expense of relationships and the overall culture.

A vision should include a bigger purpose or cause from the beginning, versus focusing on a specific goal. While a mission statement may be more specific about the work you hope to do, a vision statement should encompass the overall impact that you hope to achieve. This allows your vision to stay the foundation of the work even if what you decide to do changes.

Visions can sometimes be overwhelming because of how big and broad they are. Make sure to provide a breakdown of how that vision can be accomplished with smaller goals to make it feel more achievable.

In sharing vision and getting others to follow vision, the first thing you have to do is have a relationship with them. We need to insure that they feel like they are part of the team. You may have some who are going to follow that vision in and help you achieve it just because that’s who they are, but more often than not. They are not going to buy into the vision until they know that you have bought into them.

By Setting strategic direction and establishing clarity for their followers at all levels in the organization is the key strength of Extraordinary Leadership, their employees know how their personal efforts are linked and contribute towards the organizational success. Leaders credibility and ability to communicate and influence through their demonstrated behaviors is vital. They develop a system where superior performance is rewarded and acknowledged.

In my experience integrity, veracity and humble candor are essential in communicating your vision and purpose. If a situation is wrong be bold, and humbly confront the misappropriation. Once you have made your concern known to the relevant party, despite the response prayerfully release the concern. The proverbial ‘monkey’ has to be off your back in order for you to flourish. This may be easier said than done . The benefit of freeing yourself is that you have envisioned/‘seen’ the benefit of always striving for integrity for yourself and others. Prayer is powerful and an iterative process. But, aawh, by faith and prayer the ‘monkey’ is released. Now the ‘burden’ becomes a victory that impacts the lives of OTHERS!! Share your #VISION.