How can you create a shared team vision for better performance management?

1 Assess your current situation

Before you can create a shared team vision, you need to understand where your team stands in terms of performance, strengths, weaknesses, opportunities, and challenges. You can use various tools and methods to assess your current situation, such as surveys, interviews, feedback sessions, SWOT analysis, or performance reviews. The goal is to identify the gaps between your current reality and your desired future, as well as the factors that influence your team's performance, such as resources, skills, motivation, or communication.

2 Define your desired future

Once you have a clear picture of your current situation, you can start to define your desired future. This is the stage where you articulate your team vision, which is a concise and compelling statement that describes what you want to achieve as a team, why it matters, and how it aligns with the organizational vision and strategy. Your team vision should be SMART: specific, measurable, achievable, relevant, and time-bound. It should also be inspiring, motivating, and engaging for your team members.

3 Involve your team members

Creating a shared team vision is not a solo task, but a collaborative process that requires the input and buy-in of your team members. You need to involve your team members in defining and refining your team vision, as well as in identifying the actions and behaviors that will support it. You can use various techniques to involve your team members, such as brainstorming, voting, consensus building, or storytelling. The goal is to create a sense of ownership, commitment, and accountability among your team members for the team vision.

4 Communicate and reinforce your team vision

Creating a shared team vision is not enough; you also need to communicate and reinforce it regularly and consistently. You need to make sure that your team vision is visible, accessible, and understandable for your team members, as well as for other stakeholders, such as customers, partners, or managers. You also need to align your performance management system with your team vision, by setting goals, providing feedback, recognizing achievements, and addressing issues that are aligned with your team vision. You also need to review and update your team vision as needed, based on your team's progress and feedback.

5 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?