By Amanda N. Wegner
The new year might inspire you to make changes or implement ambitious new goals at work. But some visions can’t be achieved alone — especially if you lead or work on a team. So, how can you create cohesion and inspire others to follow your lead? One step in achieving this is having a clear viewpoint and aligning others to it.
This is easier said than done. For some women, rallying others around your vision in the workplace can bring up self-doubt, or fear of rejection or failure. Your efforts could also get sidetracked by resistance to change or dissension by others.
Luckily, there are strategies for overcoming these challenges, and you can set and communicate your vision with confidence and conviction, says Nancy “Coach K” Kalsow, owner of Kalsow Coaching & Consulting, LLC and author of “Get REAL: Reflect, Engage, Align, & Lead Yourself to Greatness.”
Kalsow’s REAL framework draws on her more than 30 years of leadership experience in the financial services industry. Here’s how to use it to inspire others to your vision.
STEP 1: REFLECT
Ensure your vision is clear and concise. According to Kalsow, the best vision statements are aspirational, and seven words or fewer.
Consider how you will communicate your vision and weave it into your team’s work and day-to-day activities. What evidence will show your vision is successfully being incorporated and accepted?
Carefully examine your vision from all angles. Reflect on questions or lingering concerns to identify potential gaps. If you have already implemented your vision, consider progress and feedback.
STEP 2: ENGAGE
Once you’re ready to bring it forward, detail your vision. Be specific about the meaning of each word, and provide specific examples of what it will look, feel and be like when you arrive. “Words can have different meanings,” says Kalsow. “Have a dialog about what the keywords in your vision statement mean for the company, as well as the specific behaviors and actions that demonstrate your meaning of those keywords. The definitions help people clarify how they can commit to consistent delivery and make more impactful contributions.”
Consider a vision board or wall to help build belief in what’s possible. Ask your team for feedback, and be curious about what they see, hear and say. Ask your manager or another leader for feedback on what your team could do to make the vision a reality.
STEP 3: ALIGN
Help team members relate their roles to the vision, and identify the skills, talents and growth areas they can contribute to achieve it.
“It’s about helping them connect the vision and their role,” says Kalsow. “The more you can help them see the alignment to their role, the more they can use their own talents and skills — and they’ll be more passionate about what they can offer.”
This is also where you can head off or address dissension. If a team member hasn’t bought in, ask open-ended questions to understand why they disagree or feel something’s missing. Then, try to get to common ground.
“Often they will be more aligned [to the vision] than they think, but are looking at one specific thing and need to talk it through,” says Kalsow. But, she adds, if what’s missing is not part of the vision, be clear on your direction and don’t leave space for new interpretations.
“Success comes from having everyone committed and involved,” she says. “As the leader, you have to be able to call people out if they are unwilling to do that.”
STEP 4: LEAD
Personally commit to your vision — if you can’t, your team won’t, she says.
“Ultimately, it’s all about taking action. Decisions will need to be made to ensure your team doesn’t wander. Inevitably, you’ll be up against circumstances you did not or could not have predicted. Your ability to adjust the goals, be agile and adapt, and consistently communicate the why behind the changes … will help you achieve the vision.”