Last week we explored the importance of having a vision for leaders, mitmacher (followers) & organizations. A vision on its own will not move you forward. Mission states the actions you are prepared and able to take in order to make your vision come alive.
A mission statement usually looks like this:
In order to achieve [my vision] I will do […]
In order to free organizations from the rigidity they live in I will accompany them as a consultant.
We will focus on the 3 dimensions of a mission and its importance: the leader’s, mitmacher’s and organization’s.
The leader’s mission
The leader or “motor of all actions” has a vision of a better future. In order to achieve it he will utilize his knowledge, competencies, experiences and connections. The leader needs self-awareness to understand is strengths and weaknesses. It is possible for the leader to overestimate or underestimate himself and decide to take actions, which he is not equipped to take. The leader should absolutely develop his self-awareness in order to be able to look for people with complementary skills. Furthermore, the leader may prefer a specific action in order to achieve his vision. For example, he may want to offer a service such as accompanying the elderly or a product such as an App. Depending on this inclination he will need certain competencies and knowledge. The leader’s mission could be:
“In order to improve cross-cultural communication I create tools to connect people with different cultural background.”
Of course, one person cannot do it all alone. Even Einstein needed exchanges with his peers to develop his theories. Considering these aspects, the leader must evaluate his have and needs. Once he is clear about that he may make a list of competencies and knowledge he want to learn and the ones where he need external support. This is when the mitmacher come into play.
The mitmachers’ mission
The mitmacher usually have skills (trained and/or developed) that the leader does not have. It is important for individuals to have a mission because it gives them a goal. It drives them. Without a personal mission we end up following others expectations.
Each employee should develop a mission that depends on the skills and knowledge he/she brings to the organization. A job description can transcript this mission.
For example: An App developer who knows the most difficult programming languages could be to be inclined to create better communication. His mitmacher mission could say:
“In order to create an easier way to communicate across Europe, I participate to developing an easier communication App with the help of other employees in the company”.
Each employee can develop an individual (personal) mission that is not specifically linked to their profession. For example: The App developer from earlier may have this as an individual mission:
“In order to improve cross-cultural communication I use my skills and competencies in my private and professional life”
The beautiful thing about missions is that you can have as many as your projects and interests but still pursue one vision.
“You can have many missions but still pursue one vision.”
The idea of one person having a singular profession in his/her lifetime is vanishing because learning have become more accessible. A person can change career whenever he wants or when the skills he has are no longer relevant.
The meta-mission of the organization
The organization has a meta-mission: one mission that groups all missions under one roof. The organization’s role is to make sure that all mission are congruently walking in the same direction. But who is regulating the organization? Everyone! if you entered or created a company to achieve a vision you believe in, it is your role to make sure that things run smoothly. The connections between individuals is comparable to the nervous system. This nervous system is in good health when the coordination of efforts (personal missions) is optimized. Everyone does his/her best and goes in the same direction to achieve the company vision. A meta-mission could look like: “At Communicate we create softwares in order to facilitate cross-culture the communication.”
How is it possible to coordinate employees’ potential within an organization? How is it possible to coordinate employees’ potential within an organization? Click To Tweet
In the next post we will see what leadership needs to be respectful of the values of freedom, equity and fraternity, in turn making an impact in the world. The french culture has beautiful values that we can use to create a better world for all.