So you figured out that you had a low level VMM. You've taken corrective action to raise the organizations VMM level, now what? Your next action needs to be that you have buy-in from your leadership team. If you team is small, then you need buy-in from the whole team.
At this point I have to assume that your leadership team (or leader) has the attention of the rest of the employee group. If your leaders do not have this respect, then you obviously have other issues than just vision and results.
Lets talk about the buy-in that is needed. In this case the term buy-in means that your leaders are 100% supportive of the vision of the organization. To be supportive they first must be informed, communicated to. This communication is the most important part of the buy-in process; If you fail here, then your vision will fail also. I like to communicate these type of high level important items by meeting and directing. Directing is the art of knowing the general place you want to end up, then meeting with the team to direct them to this place. This is a very effective technique if done right. If done wrong can wind you up some place you do not want to be and also some place you may not recover from.
So, you have this great vision and you are meeting with your team to get them the vision. You have planned out the strategy to direct them to the promised land. How do you get them excited and how do you get them to believe in the vision (this is the buy-in part). YOU MAKE IT THEIR IDEA. This is where your directing skills come in. If you do this well then your team will come up with a organizational vision that is what you dreamed of or maybe even a better one, based on where you as a leader wants to take the organization.
Now, if you have a good leadership team and they can communicate to their teams, then you will be ready for improving your VMM level and the results will be fantastic. Change Management comes into play here, but you can do this. Get Vision, Get Results.
At this point I have to assume that your leadership team (or leader) has the attention of the rest of the employee group. If your leaders do not have this respect, then you obviously have other issues than just vision and results.
Lets talk about the buy-in that is needed. In this case the term buy-in means that your leaders are 100% supportive of the vision of the organization. To be supportive they first must be informed, communicated to. This communication is the most important part of the buy-in process; If you fail here, then your vision will fail also. I like to communicate these type of high level important items by meeting and directing. Directing is the art of knowing the general place you want to end up, then meeting with the team to direct them to this place. This is a very effective technique if done right. If done wrong can wind you up some place you do not want to be and also some place you may not recover from.
So, you have this great vision and you are meeting with your team to get them the vision. You have planned out the strategy to direct them to the promised land. How do you get them excited and how do you get them to believe in the vision (this is the buy-in part). YOU MAKE IT THEIR IDEA. This is where your directing skills come in. If you do this well then your team will come up with a organizational vision that is what you dreamed of or maybe even a better one, based on where you as a leader wants to take the organization.
Now, if you have a good leadership team and they can communicate to their teams, then you will be ready for improving your VMM level and the results will be fantastic. Change Management comes into play here, but you can do this. Get Vision, Get Results.
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