Vision is the first of my 19 business cultural blueprints.
Thanks for sharing. Hope your head is pain free.
How intentional do you think it is that Vision is the first of my 19 organizational vibrancy architectural blueprints? (Yes, it’s a trick question) 😜
Simon does a great job reframing what many miss as key because the concept of vision is too familiar and too simple.
(A vision of the future that’s not only better than now, but much better.)
As simple a concept as vision is, remember how you struggled with vision in the early days?
Your greatest opportunity is breathing life into your organization’s.
Why communicating this in a clear, concise, and compelling manner doesn’t come naturally to you is still a mystery.
Do you remember those 15 minutes with your Executive Team that morning at the retreat? That was the most powerful/inspiring message you ever gave them.
You are so capable.
When you slow down long enough, you’ll see in yourself what i see in you.
Greatness.
PS. To be clear, Glacier would have revealed this.
PSS. When you are ready to see cultural transformation version 2.0 as an investment instead of an expense, organizational vibrancy will become your (Organization’s) greatest asset. Can you see it?
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One famous couple and another happy couple, 2014 Disney Cast Member Years of Service Awards Celebration.
A clear, concise, compelling vision is what i told you was most important of the 19.
Here’s what i was saying in the words of Adam Grant, Wharton School of Business…
Success Linked to Helping Others
Grant expands further on CNBC Make It: “The most meaningful way to succeed is to help other people succeed,” says Grant.
If that’s anti-climatic for you, consider the evidence. Having worked with and studied literally thousands of leaders, Grant has observed that great leaders think bigger than themselves — they advance a vision or an idea or a project that’s “going to affect a lot of people,” explains Grant.
“When you do that, and align people toward a common goal, elevating their success also elevates your organization’s success,” says Grant.
“When you track the evidence, it tends to really work because leaders who put other people first, they end up inspiring a different kind of effort, a different level of motivation, and a greater sense of belongingness,” says Grant.
“The ones that I admire the most, who also tend to produce the best results, are the ones who are givers not takers — who say ‘look, it’s not all about me,'” states Grant.
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Photo i took at One Man’s Dream attraction at Disney’s Hollywood Studios.
The 19 cultural blueprints for corporate architecture for business excellence.
LEADERS (blueprints, site prep, foundation)
1. (Vision) a clear, concise, compelling vision
2. (Involvement) Create your tool box with at least 100 easy to implement developmental ideas
3. (Accountability) Develop your tool kit with your top three priorities for each: Employees, Customers, Business PLUS: Technical, Managerial, Behavioral.
4. (Commitment) Short list (7 or less) of internal leadership (and employee) values, with concise definition and sample behaviors.
EMPLOYEES (shell, walls, roof)
5. (History) Full-blown founder’s story capturing the organizational DNA (and an historian identified)
6. (Customs) Long list of company heritage as well as traditions (ongoing historical management)
7. (Icons) Comprehensive guide to corporate language, symbols, phrases, tag lines, etc (ongoing historical mgmt)
8. (Values) Categorize unique traits & behaviors your culture is famous for.
EMPLOYEES: Deep and broad integration with your 4 HR practices: Hire, Train, Inspire, Value.
CUSTOMERS (floor plans, doors, windows, walls, stairs, closets, etc)
9. (The Bullseye) Identify and define your quintessential service goal. Then embed it in your organization’s DNA
10. (360 Analysis) Exhaustive lists of Needs, Wants, Stereotypes (+-), Emotions (+-); this will fuel scalable ways to hit your bullseye all day, every day.
11. (Unifying goal) redress your vision statement in a pair of overalls and march it to the front line. This is your battle-cry, the reason you exist. This one blueprint is the most important tool for harvesting your work force’s discretionary effort.
12. (Decision Tree) Create your prioritized corporate decision making matrix based on your non-negotiable, famous for, and business need.
REPUTATION (Exterior style & landscaping)
13. (Your promise) This one’s easy, it’s your unifying goal.
14. (Delivering your promise) process map every customer (and employee) touch point and create exhaustive lists for delivering your quintessential service goal at every touchpoint, all day, every day.
15. (Connecting Emotionally) Create organizationally unique employee framework (your Company’s Customer Service blueprints) to allow for initial and ongoing training and development.
IMPROVE (functionality – plumbing, electric, hvac, lighting, etc)
16. (Generate Ideas) Build your corporate box and think inside it.
17. (Select ideas) Use process mapping, 360 analysis, financials, surveys, etc
18. (Implement ideas) Develop a corporate framework for Continuous improvement (CIP); a literal six sigma for dummies.
19. (Leader’s Role) Create environment where great ideas have no choice but to flourish. Everyone is creative, your ideas are separate from your identity, “yes, and”.
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Interesting how being in charge makes your choices feel different.
While there is obvious pressure that comes with the territory for being the chief, there is also a freedom that can be architected by the following structure:
Vision
Mission
Brand
Customer
Each of the four becomes one side of a square, a one-dimensional “box”.
You are then clearly able to think inside the box.
This is the paradox of thinking outside the box.
It’s called organizational Identity.
It changes everything.
Including what you are (easily) willing to walk away from.
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On April Fool’s Day 2009, jeff noel began writing five daily, differently-themed blogs (on five different sites). It was to be a 100-day self-imposed “writer’s bootcamp”, in preparation for writing his first book. He hasn’t missed a single day since.
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