How can we get employees to align with a vision of an organization? How can internal communications help? Look up this ppt for 5 key tips to get your vision off the ground. Also read up more on my blog www.intraskope.wordpress.com

1. 5 Ways Internal Communications
Can Help Bring A Vision To Life
Aniisu K Verghese
www.intraskope.com
www.intraskope.wordpress.com
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2. Articulating the vision
• Help employees understand the rationale, reasons
and principles of a new vision
• Leaders can share their perspectives by beginning
their conversations with statements like ‘To me,
this vision means…’ or ‘I will make this vision a
reality in my team by….’.
• Tailor the message to suit workforces from
different generations and how they prefer
receiving communication

3. Landing the vision
• Help employees see the big picture
• Explain the ‘ways of working’ and the ‘what’s it in
for us and you’ perspectives
• Give examples of work that the organization
currently does which relates to the vision.
• Break down the vision into easy and digestible
parts Give employees an ‘elevator’ pitch. A
• Ask them to specify how they will live the vision
using statements like ‘In my daily work I need to
do the following to live the vision’ or ‘Things I
expect others to do to make it come together’.

4. Helping employees observe progress
• Create a simple template for employees to share
stories in line with the vision and plans.
• Have leaders recognize great examples of work
accomplished aligned to the vision. Use
statements like ‘I know we are making progress on
the vision when I see the following….’ .
• Have leaders share progress based on what they
hear from customers and stakeholders - include
testimonials and commitment to grow as a
business.

5. Guiding leaders through the journey
• Guide leaders through the various phases –
articulate (explain the course), appeal (invite
everyone to pull along) and accelerate (align to
move ahead).
• Provide templates for storytelling and material
they can use to reinforce and reaffirm the
organization’s support for landing the vision.
• Leaders also need to allow their teams to take risks
and fail and being courageous to talk through the
learning.

6. Knowing when we have succeeded
• Define measures of success (more business
coming in, more work that stakeholders share,
better engagement inside the organization,
improved collaboration among others.)
• Gauge how many employees understand the vision
after giving them a fair bit of time to internalize
the messages.
• Use statements like ‘I know how this vision relates
to my work’ and ‘I feel I am supported to live the
vision’ to understand employees’ commitment to
the future of the organization and their teams.
• Direct staff to keep an eye on such parameters will
help everyone stay connected and disciplined