You’re a manager with a team to lead. How can you develop a strategic vision that inspires your team?

1. Define the larger picture 2. Get your team members to be a part of the discussion contributing to making the picture larger and detailed 3. Seek quality feedback and appreciate their good work 4. Your vision and the execution should have team buy-in. This will ensure that they live the same vision too 5. Create a path that fosters better working relationship and laser sharp focus 6. Ensure that until the strategic goal is met, team continues to stay together with the shared vision.

To develop a strategic vision that inspires my team, I would involve them in the process, ensuring their input is valued and incorporated. By clearly communicating the purpose, goals, and potential impact of our work, I aim to instill a sense of purpose and motivation within the team, fostering a shared commitment to achieving our vision.

Make them understand what the objective you intend to have. Then find out how you can make the best impact. Finally, figure out how you can recognise and measure your progress towards the objective. Keep the language simple. Speak it in your everyday vocabulary. And ensure you discuss the details as much as the big picture!

The brutal truth is recognition,promotion, onsite and salary hikes inspires individuals, rest all strategy fails at one point. The other strategies are mostly theoretical.

We are always real good in our function. But its not about just knowing our function best. It is about how to ensure we can be effective in our function for the whole team, for the business, for the company. Environment changes, new challenges emerge, we must know how to do the right things in the right way, at that moment, in that situation, serving the right purpose and delivering the right results as a team. Reiterating the model answer is the easy way out. Applying the best answer that works, making sure your team is with you and truly representing your function is what matter most!

To help your team develop new skills, you could: 1. Identify specific areas where skills are lacking. 2. Provide targeted training or resources such as online courses, workshops, or mentorship. 3. Encourage peer learning and knowledge sharing within the team. 4. Offer constructive feedback and regular performance reviews to track progress. 5. Set clear goals and objectives for skill development. 6. Provide opportunities for hands-on practice and real-world application of new skills. 7. Recognize and reward progress and achievements. 8. Foster a culture of continuous learning and improvement within the team.

Un manager n'a pas besoin d'être plus compétent que ses équipes dans tous les domaines... un bon leader s'entoure des bonnes personnes ! En sollicitant son équipe, on l'intègre au projet et on s'ouvre à des visions différentes de la sienne... On peut aussi s'essayer à la "manipulation positive" pour faire passer certaines idées. C'est à manier avec précaution, mais contrairement à ce qu'on pense, ce n'est pas un gros mot...

Involving each team member is essential for a team lead because it utilizes diverse skills, boosts morale, enhances collaboration l, foster ownership, and improves decision making. This leads to a more engaged, motivated and effective team, Ultimately driving better performance and succes.

Foster a collaborative approach by involving your team in the vision development process. Seek their input, listen to their ideas, and incorporate their perspectives. This collaborative effort increases buy-in and commitment to the vision.

Con los equipos y/o clientes que he trabajado me ha sido de gran utilidad marcar un norte amplio pero bajarlo a tierra en equipo; desarrollando un CANVAS de cultura y CANVAS de negocio en EQUIPO, de manera colaborativa. En este desarrollo, la comunicación efectiva (feedback) es clave como también el compromiso de los jugadores. Por tal motivo una de las herramientas que me permite inspirar y generar compromiso en altos niveles es el IKIGAI, de modo tal que se sientan como un pieza clave de proyecto / organización y que su aporte al equipo, el entorno y su balance de vida se vean alineados.

To inspire a team, articulate a clear and compelling vision that aligns with the organization's values and goals. Communicate the vision frequently, provide context on why it matters, encourage feedback, and lead by examples. Recognize and celebrate progress and milestones along the way to keep morale high and momentum strong.

I develop a strategic vision by aligning team goals with organizational objectives, fostering collaboration, and empowering team members to contribute their unique perspectives. My vision statement embodies our collective aspirations and serves as a guiding beacon, inspiring each team member to strive for excellence and innovation in achieving our shared goals.

Crafting a compelling vision statement is pivotal in galvanizing a team towards a common goal. Start by defining a clear, concise vision that articulates the team's purpose, values, and aspirations. This statement should ignite passion, aligning individual efforts with broader objectives. Involve team members in shaping this vision to foster ownership and commitment. Continuously communicate and reinforce the vision, ensuring everyone understands their role in realizing it. By instilling a sense of purpose and direction, the vision becomes a powerful tool for inspiring and guiding the team towards success.

Craft a concise, inspiring vision statement. Define what your team does and for whom. Highlight your team's unique value proposition. Express your team's core values and culture. Example: To delight customers by providing exceptional service and solutions!

Drafting a vision statement is a combination of the vision on the company level correlated with how your team sees its own contribution in company goals. It should be definitely aligned with the business as a whole while at the same time, it clearly shows what is the team role in that success. It should be simple and catchy. And something your team can identify with.

For a leader it's important to have clarity on vision and strategy to accomplish it. It will also help in the growth of organization, team and leader would be able to lead team in right direction rather than pushing wall. For me communicating with team with clarity on strategic vision and it's outcome plays instrumental role. A strong team with clarity on goal is best tool to achieve any goal. Clarity on vision will also help team to understand benefits which will come throughout professional journey of goal accompaniment. Clarity on communication will also help leader to keep a track of all the development and be a hands on leader when and wherever needed.

As a manager, I believe in fostering a strategic vision that inspires my team. Effective communication of this vision is paramount. I ensure clarity, aligning it with organizational goals while articulating its relevance to each team member's role. By fostering open dialogue, I encourage feedback, enabling a collaborative approach towards realizing our collective aspirations. This inclusive process instills ownership and commitment, driving us towards success.

Clearly articulate the purpose behind the strategic vision. What impact does the team aim to make? Why does the team's work matter? A compelling purpose creates a sense of meaning and inspires team members to contribute to something greater than themselves.

My vision is to include innovation and automation in everything my team does. Suppose my team is collaborating with a software vendor to develop a software tool for the field staff. During my brainstorming session with my team, we Imagine our field staff as superheroes. They solve problems on the front lines, but sometimes their tools delay their work. We try to empower them with innovation and automation or repetitive activities. We use our vision as a framework for briefing to the vendor for developing solution. We identify areas for automation and suggest features that enhance efficiency of our field team. Thereby, we turn this project into a game-changer for our field so that they can focus on customer engagement, more.

Erreur souvent rencontrée par les managers : ils font "redescendre la vision" sans voir comment les collaborateurs s'alignent avec elle. 2 questions suffisent : qu'est-ce qui vous motive ? qu'est-ce qui vous dérange ?

Managers/ Bosses never create the VISION, It is being created by thoughtful Visionary leader and that Leader is surrounded by the People who have a faith on the VISION of their Leader and they carry out the Mission by planing Stratigies/ Action plan and by get it implemented by their Teams.

Actions always speak. Fancy vision without action is not something this generation will buy. We live in an immediate society, spend more time to plan then act on it. Your actions can also build your team up and inspire others.

I see crafting an inspiring strategic vision for my team as comprising clear communication of our long-term goals, aligning actions with our vision, and consistently emphasizing the significance of our mission. By cultivating a shared sense of purpose and offering continuous support and guidance, we empower our team to strive for excellence and attain success.

- Consistency - Progress update - Feedbacks - Involvement - Motivating by highlighting small successes Actions for leaders for long term objective fulfilment and keep teams committed for bigger picture..

This all ties together in a meaningful way. Therefore, it does not make any sense to write down a vision and then "force" your team to work by it. It does not work top to bottom. In order for vision to make sense, it needs to go bottom up. And then, if you crafted your vision based on actions and outcomes that you`re committed to, you`re all aligned. On the other hand, if your activities just can`t align with the company wide vision, then, the problem might be larger. (And going through it might digress too much from the topic at hand)

So, I support the personal dreams and aspirations of the team that is in my care. Even if those dreams are outside of the scope of our core business. In this way we cultivate a relationship of trust and transparency. By doing so we ensure that every employee gives us their very best while employed by us. Not every employee is destined to stay employeed by us forever. If you say you care about your people, you need to live this, even it means enabling them to move on. Adding positive value to all is what it's all about.

As a manager, I believe developing a strategic vision that inspires the team involves regularly reviewing and revising the vision based on changing goals, market trends, and feedback from stakeholders. This ensures alignment with organizational objectives and keeps the team motivated and focused on achieving collective success.

Les parties 1 et 2 sont pertinentes et je les utilisent régulièrement. Mais les parties suivantes contiennent beaucoup de termes qui ne sont pas clairs et qui ne correspondent pas aux éléments des deux premiers points. Si on veut inclure son équipe dans ses réflexions, je trouve cela complètement contradictoire d imposer "sa vision". Pour moi, le management s appréhende en fonction des objectifs à atteindre. Nous avons "tel" objectif, comment pouvons-nous l atteindre ? Qu'en pensez-vous ? Avons-nous les moyens de l atteindre rapidement ou pas ? etc.

Je pense que partager sa vision avec des objectifs clairs est importants.?Cela permet de faire adhérer ces collaborateurs. il est surtout important d’utiliser des outils analytique, simple et efficace permettant d’étudier les avancées des ces derniers ,tout en maintenant leur cohérence avec la réalité et en échangeant avec ses collaborateurs.

While understanding the big picture is important, it is equally important to communicate the same in simple words and validate that it is understood. Do not assume! ensure that team members are clear about their role, what is expected from them and how they will be rewarded or compensated.

To craft a strategic vision that inspires your team, involve them in the process, communicate it clearly and consistently, lead by example, encourage creativity, and provide ongoing support and celebration of milestones.

-create a strategic vision that includes specific goals for the team members or departments you may lead. -ensure that the strategic vision is broken out over a time frame to ensure the goals or key milestones are realistic and achievable. -review the strategic vision with key team members and leadership quarterly to stay aligned on the goals and desired outcomes to stay on track to consistently keep the strategic vision top of mind for all team members and leaders.

The vision needs to be so big that your employees can envision their own vision within it. Yes, as a team, we all need a collective vision. However, it also needs to serve a purpose bigger than just the work. It needs to also impact everyone’s life in and outside the workplace. That’s not only how you build a foundation for a strong team, but also have a better opportunity in retaining top tier talent.

Visioning needs context. Envisioning requires team consultation on mission, vision, and values to ensures grounding in the people's thinking. Develop a framework to structure your discussions, insights, and thoughts. Develop alternative visions with key performance indicators and critical success factors. Combine your thoughts with the team's input and derive and rank two to three vision scenarios considering your own ambition. Discuss the different vision scenarios with strategic minds both from in the organization to ensure alignment but also from outside to get a more neutral view. Finally, test the winner but also the other 1-2 scenarios with your team to get buy-in and achieve the most appealing, acceptable, and still ambitious vision.