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5-Step Guide to Realign After Disruption

Get your team back on track and reengaged at work after organizational shifts.

The disconnection between your vision and your actions

The disconnection between your vision and your actions

In many organizations there’s a huge disconnection between their vision and their daily actions. In some cases it’s in the actual vision statement, but in other cases it’s more related to the leaders’ actions not lining up with the company vision. Whatever the case may be, you need to make sure that your organization vision and your leader’s actions are aligned if you want your team to take action on your company’s vision. Here are three ways you can keep your leaders focused on making sure they’re aligned with the vision of the organization. We need to be very weary of the vision and actions disconnection.


Your Vision – Your Leadership Action Plan

To make sure that you are practicing what you preach, start by creating a leadership action plan. This will help you to hold yourself accountable for how you spend your time on a daily basis. Take a look at where you spend most of your time and ask yourself: Does my behavior support my organization’s goals? If not, where do I need to make adjustments? Answer these questions by creating a one-page statement that says exactly what it is that you want from leaders in terms of their behavior.


Fun at Work

We’ve all had days at work where we just wanted to spend time reading a magazine or catching up on those funny cat videos. But think of how much more productive everyone could be if they actually enjoyed what they were doing. To make sure that you employees are having fun at work, try making them laugh by sharing a joke every day or bringing in some snacks from home when you know it’s going to be an extra-long day.


Career Growth

Building a solid professional career is all about career growth. To gain a healthy amount of traction, start by defining what you want. For example, if you want to move up into management or run a major project for your company, find out who’s already in that position. Next, figure out what those managers did in their previous roles to prepare them for management—and then do those things.


Check out this article on Purposeful Leadership.

Check out how to Say No to Shallow Company Cultures.


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