Organizational Vision – Mission – Values

Organizational Vision – Mission – Values

The line between flexibility and chaos is thin, but well defined. Our team members must see the focal points and priorities at all levels to make good decisions in the hustle of everyday work.

Is it even possible to plan for the long term?

How can we think years ahead when everything around us changes from moment to moment? Is this even responsible behavior? Well, as Dwight D. Eisenhower said: “Plans are useless, but planning is vital.”

It is precisely in a rapidly changing environment that it is important to identify the factors that we believe will remain constant over time. There are unlikely a lot of these, but that is an advantage: less is easier to remember, and easier to align with. But if our people are not clear about overall goals and priorities, stress and chaos inevitably increase.

Therefore, let’s consider our mission - why we are here; our values - what is fundamentally right or important; and our vision - what the organization will look like in a few years' time, and then let’s communicate this to our employees.

What comes next?

It starts with formulating these strategic principles: rolling them out in the organization to ensure that people, systems and processes align with them. This is a change management project that needs to be carefully designed.

What can we help you with?

We find that the best firms understand the meaning and importance of the above, but the devil is in the detail here too. To get tangible results, it is essential to tailor the methodology to the specific needs of the company, which is then fine-tuned throughout the project.

As a result of the Organizational Vision - Mission - Values process, you will:
  • Clarify what really matters: You articulate these three strategic pillars in a way that everyone can understand.

  • Align your operations: These strategic intentions are rolled out across the company. In doing so, we maximize involvement to engage employees at all levels of the organization.

  • Improve your organizational effectiveness: With goals pointing in the same direction and value-based priorities guiding day-to-day decision making, organizational efforts will be interlinked and mutually reinforce each other.

  • Reduce staff turnover: Your people will see that they are part of a conscious organizational development process, in spite of a turbulent external environment. This gives them a more predictable environment and a clear vision – one they can identify with and commit to.

How is it done?

In such a process, we integrate many different methods. Typically, interviews and surveys, middle and senior management workshops, managing cross-functional teams, training and coaching services are part of the process. In this context, our main guiding principle is involvement, which helps to foster the acceptance of change at all levels.

The time and resource requirements of the project will depend to a large extent on the size and initial state of the organization.

Further solutions:

  • Time and Stress Management →
  • Self Leadership →
  • SLII®. Powering Inspired Leaders →

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