Elements of Change Vision

Elements of Change Vision

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Elements of Change Vision

Introduction

Although many organizational leaders craft visionary statements, most of them are neither powerful nor valid. Notably, a valid vision statement differentiates organizations that may face off and disappear easily from those that achieve great results even in situations of adversities. Moreover, a true vision for change drives you towards your passion and brings energy that creates motives aimed at fulfilling laid goals or dreams and leaving a legacy behind (Mohan, 1993). Similarly, change vision creates dimensions geared toward achieving large-scale success positive influence.Elements and Description of Valid VisionsVision statement should be positive so as to generate positive energy. Positive declaratory words radiate enthusiasm and self drive that lures others who read or hear the statement (Hussey, 2000). Impactful visions use positive words, for example, a statement like “Our team never fails” should be replaced by “Our team always wins.”Again, a change vision should be welcomed by all without exertion of force, direct command, or compulsion. The people in the organization need to embrace the issue whole-heartedly and with great enthusiasm (Hussey, 2000). Instead, a good change vision moves people and pays attention to the speed at which change is introduced.Furthermore, enabling change creates short term wins but ultimately aimed at sustainability. The momentum is maintained to develop positive values and behaviors over a series of successful changes (Mohan, 1993). Continual wave after wave of successes to never let up the vision is recommended.Communicating Validity of Change EnvisionedInformation must have a broad coverage and to achieve this, communicate the change vision broadly, frequently, and dramatically, particularly with regard to crises or potential crises. To successfully implement the initiatives of change, leaders must first identify the urgency of change and then communicate to all the stakeholders (Mohan, 1993). Communication mechanism used should be precise and understood by all, for instance, by use of emotional driving posters or notices.One of the key elements of vision is creating incentives and motivation. If this aspect is flawed, the morale of the target persons will die, consequently, leading to failure and loss of effectiveness (Hussey, 2000). To consistently maintain the motivation, communication must be properly facilitated.ConclusionIn an organization, the key elements to achieve change include vision, incentives, momentum creation and action plans. The change vision guides the goals and strategies of achievements that ultimately make organizations successful and attain their dreams.

References

Hussey, D. E. (2000). How to Manage Organisational Change. London, Angleterre: Kogan Page.

Mohan, M. L. (1993). Organizational Communication and Cultural Vision: Approaches for analysis. Albany, NY: State Univ. of New York Press.