Transition Needs Vision

Times of transition are times for vision.

When an organization makes a switch in senior leadership; or when a department within an organization sees a new supervisor; or when a faculty finds out that a new principal is coming, a clearly stated vision is often the key to stability and security.

Transition usually brings change...sometimes major change! A new leader usually brings new ideas, new procedures, and new philosophies. Getting to know the new leader is essential to transition - who is the leader: intellectually, emotionally, and professionally? The proclamation of a clear, powerful vision can enable the new leader to clarify so many dynamics of who he/she is.

The first few public meetings that the new leader has with his/her organization are so crucial to those who wish to follow. Employees are looking for direction; they are curious about immediate changes that are in the wind; they may be nervous about the future direction of the institution; they want to know that the new leader is qualified to lead; and they long to hear about the path that the leader is traveling. It is so critical that the new leader develop an intentional strategy for communicating his/her vision.

The effectiveness of the strategy depends on several elements, but the two engines will propel and accelerate the plan that are somewhat outside of the strategy itself: verbal communication skills and quality of vision. These two elements need to be at the foundation stones on which a specific strategy is built.

First - the verbal communication skills of the leader. The qualities of an effective leader have been debated for many years without a canonized list in sight, but I have found that an individual who cannot verbally communicate with passion, excitement, and enthusiasm lacks the skill-set of a person of impact. Certainly a leader must be more than a charismatic personality, but if he/she cannot inspire the troops... give the locker room speech that rallies the team.... deliver bad news with dignity and courage...and raise the flag with shouts of unification and advancement, then who will want to follow.

All the marketing in the world will not compensate for a lack-luster verbal communication from the head of the organization. When a leader speaks it is not enough to just get a base hit when he/she talks about vision - it is better than a strike out, but home runs need to be the norm. Every one has a bad day from time to time and the level of communication may not be up to standard, but clear, fresh, articulate, inspiring oration must be the reputation of the leader.

In my opinion, this failure to communicate is the reason that Bob Dole lost his bid for the presidency. I personally went to hear Senator Dole speak in Ohio during his campaign. I truly wanted him to do well and I wanted to hear him shout the words of conservativism and truth. I was greatly disappointed in his lack of pizazz. On the other hand, I loved his wife and would have cast my vote for her - she was personable, passionate, articulate and vibrant.

Second is the quality of the vision. Fiery words, the raised voice to drive home a point, and large, flowing gestures can assist in providing a powerful context for a message, but shallow words conveying a thin vision are ineffective to discerning ears. Lofty promises and general goals leave the organization scratching their heads in confusion at the end of the leader's words. A leader's vision is like a boat. It must be big enough for everyone to have their spot, strong enough to weather the storms of criticism and doubt, and appealing enough for others to want to board. Just because you park a boat next to a dock doesn't mean that anyone will get in.

And a leader must know where he is taking the boat. A vision should proclaim the destination! The purpose for the organization and the vision to transform that mission into reality must be rich with motivational specifics, filled with excitement and worthy causes, important enough for employees to sacrifice their careers and to spend many years of their lives to create. A nebulous or shallow vision will produce a lack of commitment and a flattening of morale.

Times of transition are times for vision - A well articulated vision.... a well communicated vision...an inspiring vision that leads to unity and shared enthusiasm. Successful transition requires a leader who can talk the vision, walk the vision, and lock the vision into the fabric of the organization. Without a powerfully clear and focused vision, transition can be filled with confusion, discouragement, and even chaos. Leaders in time of transition need to shout, share, whisper, talk and write about their vision for the future. Raise the flag, sound the battle cry, circle the wagons, and man the torpedoes - the future arrives tomorrow.


leadership figure from http://rudyvrodriguez.wordpress.com