How do you persuade your team and stakeholders to share your vision?

Leaders are often unresolved regarding their own vision. This makes it difficult to articulate and pursue because we should not think about a vision as a 'thing' that must be converted into words. Humans have used visions and visualisation since we developed a consciousness. A vision is a mental state - an awareness - that must be enacted and experienced by the members of your team. You eliminate the power of shared visions, if you attempt to simplify it into something easily communicate-able. We humans can visualise much that can't be described by words. Try it: how would you describe the color green? Release the power of your vision by visualising WITH your team, not FOR them. Be different together: close your eyes and open your mind.

Nowadays, you don't have to work with people who don't share your values. If you have to persuade your team to see your vision, it might be time to find a new team. Be a true leader and focus on projects that speak to your spirit, not just your bank account. You'll naturally attract the right people who believe in what you do, and you won't need to convince them. They'll be the perfect fit for your team. - Management

Casting the vision should be a continuous conversation for exceptional leaders. Leaders should constantly communicate the vision through #culture #consistency and #commitment. Doing those things will attract the people who believe what you believe! #LeadLoudly #leadership #visionary #futuristic #visibility

Know your team members and stakeholders, their interests, concerns, and motivations. Tailor your message to resonate with each group.

You don't. If you feel a need to, you've already lost. Vision is a future expression of your purpose. It needs to inspire you, first and foremost. That inspiration is contagious and will inspire others - but only if it resonates with their purpose. Rather than persuade (to bring over by talking) you need to live in the feeling your vision gives you. Communicate it by all means, but primarily feel it. That feeling will attract those that share common purpose and leave those that don't unmoved. Don't persuade anyone.

Influence is an art, not a tactic. It involves understanding the motivations and concerns of each stakeholder, tailoring our message to resonate with their interests. By addressing their needs, we create allies who champion our cause within the organization. By communicating, collaborating, and influencing adeptly, we can pave the path to our collective success. Remember, our journey is not just about achieving a goal; it's about creating a legacy that stands the test of time.

Be predictable in this regard. Monthly investor updates. Consistent KPIs. If stakeholders think you’re avoiding them they assume the worst. Be in front of your brand and vision and make sure all the right people know your plans and every move (and need - they’re there to help!).

Stories are powerful tools for communication. Use real-life examples, anecdotes, or case studies to illustrate how your vision can lead to success and overcome challenges.

When building The Apartment Lady brand, I initially struggled to understand its purpose and how to provide the necessary resources. However, after 9 years of clarity, I can now effectively communicate our goal through various means such as photos, videos, quotes, articles, and audio. This enables me to visually assess what is working and what needs improvement. Put your vision into different formats (photos, videos, quotes, articles, etc). This will allow you to effectively audit your voice. #evictionprevention #secondchanceRentals

Leading with kindness and empathy is pivotal when persuading a team to align with your vision. Understanding and addressing team concerns while being transparent builds trust. Active listening emphasizes the value of their opinions. Clarity in roles and expectations, coupled with addressing feedback and celebrating shared successes, ensures everyone is on the same page. Thus, by combining empathy, clarity, and consistent messaging, you create an environment where stakeholders and team members are more likely to support and share in your vision.

Asking for feedback is a great start… but then you have to demonstrate that you heard them, beyond literally saying “I hear you.” I do this in one of three ways: 1. Incorporate their feedback into your idea. “You said …., what if….” 2. Build upon their feedback. “Suppose we do that - And…” 3. Ask for clarification. “Help me understand...” A great one, if you don’t necessarily agree with the feedback. Each of these examples shows the other person that you were in fact listening and not just looking for what you want to hear… encouraging even more engagement in your idea.

Engage your team in the vision creation process. This will make them feel a sense of ownership and commitment to the shared vision.

A few years ago, I had the opportunity to collaborate with a prominent client, a leader in their industry, to help shape their vision. Initially, the CEO's approach was to enforce their vision upon the organization. However, I believed in an approach that involved the entire organization in the vision-building process, ensuring its viability. The impact of this inclusive approach was astounding, far surpassing the results of imposing a pre-set vision. Every team member felt a sense of ownership and pride in contributing to a greater future. Accountability, self-empowerment, and determination reached unprecedented heights. Designing such a vision requires time and effort, but it's what sets leading companies apart from the rest.

Leading with openness, transparency, and respect is instrumental in building trust and alignment among team members and stakeholders. Open communication demystifies the decision-making process, ensuring everyone understands the vision's rationale. Transparency eliminates any feeling of a hidden agenda, making it easier for team members to buy into a vision when they see the full picture. Respect amplifies the sense of value individuals feel, making them more receptive to sharing and supporting the vision. When leaders embrace these values, they create an inclusive environment that encourages active participation and collaboration. This heightened involvement and engagement naturally steer the team and stakeholders towards a unified vision.

This is the most crucial step. It should be done before crafting the vision, and then later on a continuous basis. People must feel involved, included & should be encouraged to contribute towards it.

Showcase your knowledge, expertise, and track record to gain credibility. People are more likely to trust and follow someone who has a proven ability to lead and achieve results.

It should be ‘ our vision ‘ rather than ‘my vision’ to get the required shift. Co production and creation is key to get all stakeholders on board in creating the vision. Trust and rapport also comes from being reliable, always delivering , being open and transparent as well as integrity and true to your word. Be clear on your why! Galvanise, excite and let people know the positive impact on them their role and the organisation. To get people on board let them contribute, have a strong delivery plan and strategy and be clear about what resources and tools are available. Togetherness is key Communication is key.

When presenting your vision, demonstrate genuine enthusiasm and belief in its potential. Your passion will be contagious and can inspire others to rally behind your ideas.

Building trust within a culture of authenticity is crucial for aligning teams with a shared vision. Authentic communication, characterized by honesty, sets the trust foundation. Consistent actions reinforce this authenticity, while active listening emphasizes genuine interest in others' viewpoints. Seeking feedback showcases the value placed on diverse insights. Admitting mistakes highlights a leader's commitment to transparency and growth over mere perfection. By championing authenticity, leaders foster an environment where trust flourishes, making it easier for teams and stakeholders to unite behind a common vision.

If it's your vision and you're persuading your team then you need to relook how you lead. If it's all your ideas and some sort of persuasion potion, that's not leading at all. Learn to delegate, champion your people, enhance and improve suggestions on work that rises to the top instead of spoonfeeding folks your edicts.

Successful persuasion requires building relationships and trust. By effectively communicating your vision, addressing concerns, and involving your team, you can create a shared sense of purpose and foster a collaborative and motivated environment.

As a leader, while you may have a guiding vision for your team and organization, it's crucial to remain open-minded and adaptive. True leadership involves not just persuading others to align with your vision but also being ready to pivot when new insights or evidence suggest a better path. The "fail fast, pivot" approach emphasizes this flexibility. Effective leadership blends communication, collaboration, and influence with the humility to adjust based on feedback. In leadership, striking the right balance between a clear vision and the agility to adapt can pave the way for optimal outcomes for all stakeholders.

One more thing I’ll add is you need to lead by example. Whatever it is you’re persuading your team to do you must be doing it or capable of doing it. Action will convince someone quicker than a power point presentation might.