After my clients have completed both their Vision Building Days and are ready to begin sharing the company’s Vision and plan to achieve it, I’m often asked, “How do we get the Vision ‘shared by ALL’?” First, I remind them that getting your Vision shared by all is not an event, it is a process. A continual process of repeating yourself often and never stopping.
Patrick Lencioni tells us that your obsession should be to over-communicate your Vision by repeating it so often that you feel silly saying it yet again. And when you get to that point, you’ll be getting close to the necessary repetition… but not there yet!
By the time your team completes Vision Building Day 2, you have had at least 25 hours of intensive EOS training, and spent even more time learning to use the tools. Remember, however, that your employees may not have heard a word yet. They will need to hear you talk about any EOS-related message seven times before some of them hear it for the first time. To get your Vision shared by every single person in the company, you will have to immerse them in it.
Here are my ten favorite ways to communicate your Vision. Some of these include examples my clients have given me permission to share.
The first five are essential; they are part of the EOS Process. Skipping them is like not patching a hole in a tire – you will lose traction by allowing needed air to escape. The rest are creative “boosters” you can use to over-communicate.
This is the initial introduction for your employees. Larger companies may need to hold a series of rollout meetings, first for mid-level managers, then supervisors, then the front lines. This is the first time many of your people will hear about EOS, and it’s only the beginning!
Holding Level 10s reminds everyone of the disciplines EOS teaches: checking in, reviewing your Scorecard, Rocks, People Headlines, To-Do’s, populating an Issues List, and then solving them using IDS. If you have a light Issues week, then consider reviewing your V/TO and checking your progress with the team.
As soon as you’re comfortable, each senior leader should move beyond just Level 10s and put their teams on the full Meeting Pulse™, which includes Quarterlies and Annuals. These departmental sessions can typically be done in four hours or less each. Read this article I wrote for my clients for a how-to.
Deliver this important message every 90 days, shortly after your senior leadership team’s Quarterly or Annual planning session. These are generally delivered in person, sometimes with a slideshow, but that isn’t necessary. Many companies, especially with multiple locations, film their SOCA and share it with employees online. Here’s an outstanding example from Doug Augustine of Georgia-Texas Management in Newnan, Georgia:
These one-on-one discussions between a manager and employee are an often-overlooked chance to share the company’s Vision. For help with this, see the guide I wrote for my clients:
Many companies post their V/TO, Accountability Chart, Rocks, Core Values, and other EOS Tools on the wall in hallways, break rooms, cafeterias, and conference rooms. Here’s a fine example from Gorrie-Regan Associates in Birmingham, AL:
Once you have your Core Values Speech, filming it is a great way to share it and the Core Values Handout with your company. My client, James Benham of JB Knowledge in Bryan, Texas, won EOS Worldwide’s Core Values Video Contest with this:
You can also use video to do “Core Value Callouts” where you talk about how specific employees are living your company’s Core Values.
Charlie Regan, Jr. at Gorrie-Regan Associates is a master at writing a weekly email after each Executive Leadership Team Level 10 meeting and telling a story tying current events to the Vision in some way. He keeps the whole company engaged with messages like this:
My friends at Pace Runners use their company newsletter well for the same purpose:
The EOS Toolbox (page 5 in the Toolbox section of your Leadership Team Manual) is another often-overlooked tool for communicating the Vision. Some companies have a “Toolbox Talk” as part of regular training, or even as part of an occasional Lunch-and-Learn. Each talk is presented by a different member of the senior leadership team. Your EOS Implementer will be happy to give you some teaching tips.
If you don’t know by now, the Traction Library has a book for everyone in your company. Some companies hold a weekly book chat after their Level 10 Meeting. They take one chapter at a time and have a “What have we learned?” discussion at the end of their meeting. What the Heck is EOS? is for front-line employees. How to Be A Great Boss is for anyone who supervises other employees. If you download the infographic and toolkit, it’s ready-made course instruction!
It’s important to remember that this job of immersing and over-communicating is not solely the Visionary’s or the Integrator’s. They do play a central role, but every member of the Leadership Team is responsible for:
That’s the only way go get the Vision cascaded down through the entire organization.
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