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- Christina Giannone, Manager, Human Resources, Healthcare Insurance Reciprocal of Canada (HIROC)
- Danielle Mandell, Chief Human Resources Officer, The Canadian Youth Business Foundation
- Dr. David Vik, Founder, The Culture Secret
- Dr. Irwin Jankovic, Strategic Program Manager, Metropolitan Water District of Southern California
- Rick Maurer, President & CEO, Maurer & Associates
- Vivien Winneke, Vice President, Human Resources, Falken Tire
- HR leaders commonly see the need to update the organization’s vision, mission, and values, but fail to obtain executive buy-in; if the executive leadership team does not support the vision, mission, and values refresh, it is a pointless exercise.
- Vision, mission, and values refresh projects are often plagued with poor communication; employees are left in the dark.
- The refresh project will be ineffective unless employees align themselves with the vision, mission, and values.
- Have each member of the executive leadership team complete a SWOT analysis for his or her individual area of responsibility. Use these insights to set an appropriate direction for the vision.
- Employees tend to remember vision and values, but they have a hard time remembering the mission statements; if you have a very clear, well-articulated vision, you may not need to have a mission statement.
- While the vision refresh is a top-down process, the values refresh should be a bottom-up process.
Impact and Result
- Use this solution set to gain insight and advice on how to drive an effective vision, mission, and values refresh.
- Create and present an effective business case to convince the executive leadership team to lead the refresh initiative.
- Communicate effectively by identifying the power and interest of relevant stakeholders and using this information to inform the frequency, content, and method of communications.
- Once the vision, mission, and values have been refreshed, launch an implementation plan to align the entire organization.
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