As we settle into 2025, it’s the perfect time to “inspect what you expect.”
Does everyone in your organization know your 10-year vision for the company? Do they understand your 3-year Strategic Intent? Do they truly embody your core values?
If the answer is unclear, you might be facing a challenge. Consider this alarming statistic from Gallup: 78% of employees feel that their leaders lack a clear direction for the organization. This is a significant gap, and one that can undermine growth, profitability, and engagement.
Why Vision Clarity Matters
Vision Clarity isn’t just a “nice-to-have”; it’s a strategic imperative. The data from LSA Global is compelling:
• Companies with Vision Clarity grow 58% faster than those without.
• They are 32% more profitable and see 16x higher employee engagement.
• These companies also enjoy 2x the customer retention rate.
The results speak for themselves—Vision Clarity is the driver behind success, growth, and engagement.
Where Vision Clarity Begins
Vision Clarity starts with you, the CEO. This is one of the six things only you, the CEO, can do! Without your active involvement, the vision risks becoming fragmented, misunderstood, or diluted. Here’s how you can ensure your vision is communicated and cascades effectively through your organization:
1. Start with Your First Team
Your senior leadership team must fully understand, internalize, and actively embody the vision and core values. Ask yourself:
• Does your First Team align with and actively communicate the vision?
• Are they consistently holding their teams accountable for reinforcing the vision at every level?
2. Test Alignment Across Levels
Skip a level or two and assess alignment. Do your mid-level managers and frontline leaders know the vision? Can your entry-level employees articulate the company’s purpose and direction? If not, there’s work to be done.
3. Create a Culture of Vision
Vision Clarity isn’t something you add to everyone’s plate. It’s about integrating the vision into everything the organization does. When employees understand that the vision is the foundation of their work—not an additional task—it becomes embedded in your company’s DNA.
Common Pushbacks and Why They Don’t Hold Up
Some CEOs claim, “I don’t have time for this—I need to focus on growth.” Similarly, some First Team members argue they’re too busy to focus on Vision Clarity.
Here’s the truth: Vision Clarity is not a distraction from growth; it is the driver of growth. Without it, your organization risks losing focus, engagement, and profitability.
Think of it this way: You’re not asking your team to do “one more thing.” This is the thing we do. If someone isn’t actively working to align with and reinforce the vision, they may be in the wrong role—or even the wrong organization.
Your Next Step
Take time this quarter to assess your organization’s alignment with the vision:
• Reaffirm your commitment to Vision Clarity with your First Team.
• Test understanding at all levels of the organization.
• Make Vision Clarity a key part of how your company operates, communicates, and grows.
Remember, Vision Clarity isn’t just about where you’re going—it’s about inspiring and mobilizing your entire organization to get there together. This is one of the six things Only you, the CEO, can do!