“All leaders have vision... But all people who possess vision are not leaders.”
-John C. Maxwell
How do the words above resonate with you?
Pause here for a moment and free yourself from distractions:
Take a deep breath in... exhale slowly... deep breath in... exhale slowly... deep breath in... exhale slowly... calm your mind and be present...
You have vision but are you a leader? Think about that for a moment...
What’s your vision? How would you put that in words..?
How is your vision being fulfilled? Are the your stakeholders aware of your vision..? How do you know..?
Reading Maxwell's book, "The 21 Most Powerful Minutes in a Leader’s Day" was a reminder that compelling and valuable vision won’t automatically be realized without the buy-in of those you lead.
buy-in: /noun/
acceptance of and willingness to actively support and participate in something (such as a proposed new plan or policy)
Followers need to buy-in to the leader and buy-in is an ongoing process.
We are facing a time where change is eminent and quickly making the needed adjustments is crucial to surviving in the marketplace.
What’s your buy-in?
To get the buy-in thought process going, Lindsay Broder, The Occupreneur Coach shares these 5 strategies in her article in Entrepreneur magazine.
Change Is Good. Now, How to Get Employees to Buy In: (entrepreneur.com)
1. Lay out the vision: Clearly state what is changing and why. Make sure you show them why this matters to the organization, how it will positively impact their careers and how you plan to measure success.
2. Personalize tasks: Make sure the tasks you assign to each person play to their strengths. When people are set up for success, they are more motivated to achieve. Then set measurable goals and let them know how they will be held accountable.
3. Follow up: Stay connected to ensure that everyone is clear about the mission that they are working toward. Keep an open-door policy as much as possible. Encourage employees to bring a solution with them when making you aware of a problem.
4. Nip resistance in the bud: Be aggressive in addressing instances where you see resistance. Small problems have a nasty habit of ballooning into bigger ones. And you don't want unhappy employees poisoning the minds of other employees who have already bought in.
5. Be prepared to change the change: Assuming you have the right workers on the right task, solicit their feedback. You have to be prepared to take the advice they give and adjust your own game plan. It’s the ultimate sign that you value the buy-in your employees have for your ideas.
Today's Challenge: Examine your personal leadership buy-in!
Revisit the 5 Strategies above and identify for yourself the areas that need the most attention.
Share the information in this blog. Start the conversation with your leadership team and those you supervise. Does their feedback match your assessment?
Planning is key! Develop a plan in collaboration with your team. Increase your leadership buy-in!
How will you improve your buy-in? What are you willing to do?
Don’t miss your opportunity! Be intentional... Encourage others to do the same and watch what happens.
You got this!
Coach Tavia
#learnandgrow, #yourchoice, #yourjourney, #ittakescourage, #confidence, #justdoit, #selfawareness, #faceyourfears, #honoryourself, #commitment, #intention, #standup, #speakup, #youhavearighttoyouruniqueness, #shareyourgifts, #learnthelesson, #powerforward, #bepresent, #leadbyexample, #leadershipdevelopment, #leadershipcoach, #lifecoach, #letsgo,
References:
Maxwell, John C. The 21 Most Powerful Minutes in a Leader’s Day, Thomas Nelson, Nashville, TN 1999.
Change Is Good. Now, How to Get Employees to Buy In
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