“Not all dreams need to be reachable; they just have to fuel your fire, and provide direction and drive.”
Unknown
Case in Point
A few years back, and only a couple of years out of college I became the director of a large and highly dysfunctional department within a healthcare organization. Most employees were more than twice my age, had worked for the organization for longer than I had been alive, and did not like change nor being told what to do by some hotshot know-it-all. I was excited to have the opportunity, but I instantly realized I didn’t really know where to begin or how to motivate these people to ultimately have success.
After studying the situation I decided my employees needed to feel as if they were contributing to a great cause (which they were), and they needed to be aligned to common goals and be lead in one direction. I set a vision for the department that at the time most people laughed at. The vision essentially stated our department would establish a positive and known reputation throughout the state where our organization resided. I also established a short-term, mid-term, and long-term goal that would help us along the way to achieving our vision.
I began referencing these goals and vision as often as possible. In every meeting I would bring them up, and in every interaction I’d find a way to work them into our conversation. I wrote the goals and vision on the big white board in my office, and I put them on our department bulletin board as well. I even wrote a Christmas letter to each employee reminding them of our goals and ultimate destiny. I would quiz employees in the hallways and at lunch. Though I’m sure many thought this was overkill; it was always in every employee’s mind, and it was a source of motivation and energy. Every employee knew what we were working for!
Before long, things began to improve among the employees. Slowly at first, but as we began to make progress the vision became more and more exciting and motivating as it started to seem more and more attainable. Employees began working more together, and others began referencing our goals and vision in conversation with co-workers.
Results also quickly began to improve. First, we slowly began being recognized in the hospital as a bright light instead of a black hole. Our internal reputation improved. Next we began receiving patient compliments, appreciation, and praise. Finally, our patient satisfaction scores directly related to our department began to improve. Simply because of this vision, things began to dramatically change little by little over time.
Though I wasn’t able to see the ultimate success of the department (because I left to accept a better position), by simply setting a clear vision, we had made huge improvements in a short amount of time. Looking back, I made few changes when taking over that department other than driving home the established vision and goals. This is what brought about our success. From this experience I learned that creating a vision works!
So, what do you have to lose? Create a vision for your family, your club, your work group, or yourself. As you become aligned and focused towards this vision, you will begin to achieve your goals!
Read Create a Vision, Achieve Your Goals Part 1 Read Create a Vision, Achieve Your Goals Part 2 Read Create a Vision, Achieve Your Goals Part 3 Read Create a Vision, Achieve Your Goals Part 4 Read Create a Vision, Achieve Your Goals Part 6
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