Measuring The Strength Of Your Vision

A vision is a word picture describing what is important about the future -- one that is preferred over the current state. It is lofy and inspiring, energizing people to act in ways that will shape that desired future. A vision has enough content to set direction and act as a decision-making filer, through which ordinary daily tasks can be evaluated: "Will the task I am doing, or the way I am doing it, move me toward the future I want?" A vision gets you up in the morning, excited to make the vision real.

Question 1

How satisfied are you about your ability to describe your vision of the change?

Question 2

How satisfied are you about the strength of your vision for the change?

Measuring The Alignment To Your Vision

Alignment identifies gaps in the organization that need to be lined up to support the vision. There are typically four reasons why people do not act on proposed changes -- they don't know how to do the change, they can't do the change with the technology, people interactions, or operational processes they currently use, they don't want to change because they do not see the value to themselves, and/or they don't understand why they need to change.

Question 3

How confident are you that you have identified everything that people need to know how to do the change?

Question 4

How confident are you that you have identified all the resources that people need to do the change?

Question 5

How confident are you that you have modified the right structures to support people to want to change?

Question 6

How confident are you that you have provided the right context that will help people know why they have to change?

Measuring The Preparation For Understanding

Understanding prepares both the people and the environment so they are "ready" to adopt the future vision solutions. Through carefully created communication structures, people's misunderstanding, resistance, and disconnects can be understood. Then actions can be taken to enhance the vision and adjust alignment, nurture mulcing time, or faciliate resolutions, in anticipation of the change.

Question 7

From your observations of your employees affected by the change, how confident are you they are aware of the change and can describe who is included in the change and what the change will be?

Question 8

From your observations of your employees affected by the change, how confident are you they can explain the change by describing how the change will happen?

Question 9

From your observations of your employees affected by the change, how confident are you they are becoming advocates of the change, discussing pros and cons of why the change needs to occur?

Question 10

From your observations of your employees affected by the change, how confident are you they are beginning to commit of the change by defining where and when the change can be applied?

Question 11

From your observations of your employees affected by the change, how confident are you they own the change -- they are asking for feedback and seeking to make the change more effective?

Measuring The Anticipated Success Of Enactment Toward Your Vision

Enacting the planned strategies and interventions needs to be planned and managed so that change is seen and celebrated as the vision of the new world takes shape. Enactment involves implementing the aligned resources in support of the primary and secondary interventions, while managing the "chronological fit" of those resources, to continue monitoring for sustained performance toward the organization's desired future.

Question 12

How satisfied are you with your team's current consistency in living the vision?

Question 13

How satisfied are you with your team's future ability to live the vision?