How Do I Sell My Company's Vision To my Team?
The answer is deceptively simple. You don't!
Glassdoor, a career site, asked more than 2,000 people about what motivates them to work harder.
The leading answer? Appreciation.
In fact, appreciation was cited more than twice as often as the second most common response. 81% of employees said they're motivated to work harder when their boss shows appreciation for their work.
How do you demonstrate appreciation? Again, the answer is deceptively simple. When you ask people for their input, they will feel respected and valued.
If you get your employees to help create your company's vision, you won't need to 'sell' it to them. They will own it because they helped create it.
Because they helped write the it, they have a sense of ownership. The vision isn't a meaningless plaque on the wall; it is their vision; they own it!
You may be thinking that that would be a logistical nightmare and take forever. But it doesn't. The entire process can be done in just a couple of hours.
Before I continue, if this sounds impossible to achieve check out Simon Bowen from The Models Guy. I have seen Simon demonstrate how this is done. He took a contentious topic and in 15 minutes had a room of 30 people all in agreeance. Bye the way, I do not have any affiliation agreement with Simon or his company.
Is this seem like Pie in the sky?
While this is certainly achievable for small companies, what if your company has hundreds of employees?
If this is the case, invite each department manager and one of their influential staff members to a planning session and write the big picture company vision.
Your company is likely to have a mission or vision statement, so you need to guide the review to guide the session keeping the discussion on track and in tune with your existing vision.
Even if you don't have a vision statement, you need to have a good idea of what you want your vision to be.
Take it one-step-at-a-time and allow the vision to evolve.
How can all staff be included?
When you have the 'big picture' vision, your managers bring their staff together and repeat the process. You share the big picture vision describing the process you followed. Then your manager and their staff create a vision specific for their department that compliments the overarching vision.
Of course, you must be open to listen and respond to feedback authentically.
Why this approach works
People do not criticise what they have helped create. By putting your staff at the centre of the process, you will not need to 'sell' the vision to them because they have helped create it.
So, do you need to ‘sell’ your vision to staff? Not at all because it’s their vision. They own it.
Alan Cox brainygecko.com Mindful Communication and The Art of Transformative Listening online course. Our course is available on Tony Robbins Mastermind app.