All leaders need to have a vision for their company, for their division, for their department.
Depending on where you are in the leadership hierarchy depends on:
- How big that vision needs to be
- How complex that vision needs to be
- How simple that vision needs to be
- or How direct that vision needs to be
For example: If you’re leading the company you want to create a vision for the company. If you’re leading a big division, you want to have a vision for that part of your company.
However, there is another component that’s going to help you, and that’s to create a personal vision.
Here are a few questions to point your personal vision in a meaningful direction:
- “What did I accomplish last year?”
- “What were my biggest disappointments?”
- “What energizes me?”
- “In the last three years, I would like to have experience or accomplished X.”
- “My financial goals are X.”
- “My personal goals are X.”
- “My spiritual goals are X.”
- “My community goals are X.”
Those things should encompass your personal vision. Be sure to remember to keep them in the form of a SMART goals:
- Specific: Someone else should be able to understand your personal vision goals.
- Measurable: What can you measure along the way to ensure your success.
- Accountable: You should share your personal vision within your sphere of influence.
- Realistic: These goals should be stretch goals, but still meaningful.
- Time-bound: You may create a one year, three years, five-year personal vision
Personal vision and professional vision are critical to your individual success and the company’s success.