In a previous post, I offered a working definition of Vision as “The ideal future state”. So what does that mean? Here are some questions to consider when doing the work of creating a vision.

How are you going to go about building a personal vision or an organizational vision? Who are the target groups of the vision?

What is compelling about the vision that will attain buy-in from others?

Understanding what is ideal for one may not be ideal for another. Is your vision is meant to inspire others and communicate direction and commitment?

Is this to be your vision or our vision? Building a consensus vision in a group requires a different level of preparation and commitment than doing it yourself. Often times, it is desirable to have a facilitator lead the visioning process so all of the stakeholders can participate.

Find a quiet place free of distractions and interruptions where you can concentrate. Distractions and interruptions will lengthen the process and likely result in a fractured vision with a lack of focus.

Is the vision short enough that it can be committed to memory quickly? Long verbose visions are hard to remember and not terribly inspiring.

Does the vision talk about or imply working toward the future? A vision that has already been achieved or will be achieved quickly does not have enough of a draw to pull people in for the long haul.

Spend some time looking at examples of different vision statements and see what resonates with you or with the group as a starting point.

The time you spend visioning is time very, very well spent.