A key first step to managing large groups is to be clear on your strategy and be able to quote your Vision and Mission statement from memory. When talking with a group of 25 CEOs last week about how to manage large groups of employees a considerable number of these CEO’s, to my surprise, could not do this.
I did not expect managers at this level to fail in this exercise. But am I being naive? How many senior executives have their Vision and Mission statements memorized cold? How many are able to refer to it mentally as a guiding reference for all they do on a day-to-day basis?
The problem is many senior leaders regard their Vision and Mission as window dressing – something they need to have but do not really value. Take some time to read a few: many are excruciatingly obtuse. Yet these are the two statements
that are supposed to give context and direction (what businesses we can and cannot be in) for everything done in a company to achieve the strategy. The apparent failure of CEOs and senior managers to know their Vision and Mission off pat could explain the poor performance of many household brand companies.
I think I stumbled on a real opportunity to improve alignment and corporate performance. Knowing and understanding the Vision and Mission is the accountability of every manager in the organization.
Have you committed your Vision and Mission to memory? What about your senior executive team? What role does it play in helping you manage large groups of employees?
Share your Vision and Mission below and I’ll send you a condensed version of How Dare You Manage? 7 Principles Every CEO Needs for Managing Large Groups of Employees.