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The collaborative vision process results in three key benefits:
Visioning becomes a high engagement process that builds passion, commitment and ownership for the vision. If you take 30, 40, maybe even more of your employees into this process, choosing key stakeholders, then you’ve got both a process that is credible and the people with influence and credibility representing it. They will be excited, have passion, and create a buzz and engagement in the organization. The vision isn’t just from one individual or a small leadership team, but has a lot more substance to it.
The second part is you now have a vision with meaning that the entire organization can understand. The vision is not just a phrase or an easy thing to remember, but underneath it is a lot of explanation about what this vision means. It can be communicated to the organization and doesn’t leave employees wondering: ‘well what does this mean to me and where are we really going?’ It has beef and substance to it.
Finally, the collaborative vision process translates easily into strategy and to actionable movement towards that vision. We work from a horizon model: we create three horizons that translate that vision into:
You can define those horizons as significant state changes people achieve because often people will be wowed by a grand vision, but don’t know what to do today to get there. Breaking the strategy down into these horizons enables you to move towards the vision in a very specific and concrete way.
The Piras Group uses this vision process with clients, but also internally. Here’s our vision developed through our own collaborative process we use at the beginning of every year.
Part 3 of 3 part series: