Are Your Employees Voting For Your Company Vision?

Nov 14, 2012, 05:00 ET from Entrepreneur Press

IRVINE, Calif., Nov. 14, 2012 /PRNewswire/ -- Obama pollster Joel Beneson wrote in the New York Times, Opinion Pages, "The president's victory was a triumph of vision, not demographics. He won because he articulated a set of values that define an America that the majority of us wish to see."

Whether you share Beneson's opinion or not, there is something to be said about the power of vision—in politics and in business, says Chris McIntyre, a San Diego-based productivity expert and author of The Roadmap to Freedom: A Small-Business Owner's Guide to Connecting People to a Core Message, Entrepreneur Press.

In his book, McIntyre outlines the importance of having an empowered team promoting the business vision. He urges business owners to connect their team to a consistent message and offers these tips for getting their teams to embrace the company campaign.

1.      Align business goals with your most valuable assets.

Look at what is most important for business success.  Fill in the blank here: 

  • My business would go away if we didn't appropriately manage our ________________. 

Your answers above can point to your most valuable assets (MVAs).  MVAs are the things that if neglected would cause you to go out of business, such as:

  • Finances
  • Products (or Services)
  • Customers
  • Employees

Do you have specific annual goals that are clearly communicated, tracked, and directly aligned with each MVA? You should.

2.      Empower your people to make important choices.

Empower your team to make choices about how to achieve your MVA goals. For example, let team members suggest their own quarterly objectives, and communicate the positive impact they think they'll have.

"This tactic may sound risky, but if you have smart people working for you—why are you doing so much of the thinking?" asks McIntyre. "Your team will better embrace your vision when they own a piece of it."

3.      Develop a consistent performance feedback process.

McIntyre suggests having a formal conversation about performance once a quarter, and informally monthly. 

"Frequent conversations about performance can be the difference between a team committed to mediocrity – and a fully empowered team who truly understand and believe in your vision," McIntyre sums.

Access a free example form outlining productive performance conversation at,,  

Chris McIntyre is a speaker and productivity expert whose coaching, seminar, and keynote programs help businesses leaders install peak-performance management systems.

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Chris McIntyre

SOURCE Entrepreneur Press