After Vision comes Journey. Always start with Vision. Vision is the why behind your organization – your reason for existing and the better future you want to see/create. But after clarifying the Why you must clarify the What. What are you going to do? Simon Sinek would encourage you to communicate in a different order, and I would agree. But in the design or transformation process of an organization, it is important to clarify Why then What.

Very few leaders spend the right amount of time on Vision. Most spend too little time, believing that existential questions about purpose are a waste of time. Some leaders spend too much time reflecting on their personal life purpose and organizational Vision, but most leaders need to spend more time reflecting on the deeper questions.

Start with Vision.  

Simon Sinek’s wildly popular TED talk was expanded into a book in 2011. If you have never read Start With Why, I would strongly encourage you to read it or, at a minimum, listen to the TED talk. At the risk of an oversimplification, Simon Sinek argues that great leaders always start by answering the question, “Why?”. Which is why we always start with Vision.

Start with Vision.  

Simon Sinek’s wildly popular TED talk was expanded into a book in 2011. If you have never read Start With Why, I would strongly encourage you to read it or, at a minimum, listen to the TED talk. At the risk of an oversimplification, Simon Sinek argues that great leaders always start by answering the question, “Why?”. Which is why we always start with Vision.

Start with Vision.  

Simon Sinek’s wildly popular TED talk was expanded into a book in 2011. If you have never read Start With Why, I would strongly encourage you to read it or, at a minimum, listen to the TED talk. At the risk of an oversimplification, Simon Sinek argues that great leaders always start by answering the question, “Why?”. Which is why we always start with Vision.

Organizational Obstacles Block Growth

Why should a leader spend their time and energy addressing organizational obstacles?

Because organizational obstacles block growth.

What’s an organizational obstacle? 

Any misalignment of the 4 pillars within the organization.

Meeting as a pack every once in a while can be helpful -- but it is far from optimal. Instead, having consistent routines in place can exponentially increase the effectiveness of your pack.

Today, The Pack share why they have decided to establish systematized ways of meeting, and how this has helped them in all aspects of their lives. When you have routines in place, it is much harder to fall into laziness, discouragement, or defeat.

For organizations, the internal resources and relationships that are most important are the clarity and alignment across the four pillars of every organization:

VISION: the organization’s purpose, belief and/or destination.

JOURNEY: the organization’s processes and experiences

CULTURE: the organization’s people, culture, and values

RESULTS: the organization’s profits, metrics, and KPIs

Flourishing is multi-dimensional.

True individual flourishing is spiritual, mental, emotional/relational, and physical. Looking at only one or two dimensions is misleading and dangerous. True organizational flourishing encompasses your purpose, processes, people, and profits. Looking just at your top line revenue or bottom-line profits as an indication of your organizational health and effectiveness is an overly simplified and short-sighted perspective. Flourishing leaders know that health and effectiveness (both personally and organizationally) are multi-dimensional.

How do we become Shalom-makers?

We hope Jay’s story demonstrates the fruit of having strong alpha influences in ones childhood. We also hope his story inspires you to think about how you can influence a future generation of alphas to take hold of each circumstance and change it for the better, just as others did in Jay’s life , and Jay is doing today.

Have you ever thought of yourself as a Shalom-maker?

What obstacles are keeping you and your business from flourishing?