DP and all,
I agree with your thoughts on vision. . . and I especially liked the way
you write in paragraph (1). The individual capability has to be present
as a starting point.
In my research on entrepreneurial women, all had a vision: it started
with the vision of how they personally viewed the world--and how they
created an organization to support the vision accomplishment. The women I
interviewed (not unlike the males who have been part of studies on
motivation, self-actualization, etc) all had very high internal locus of
control, strong self-images and self-efficacy. . . and majorly big on
persistence!!! Crises and stresses that might thwart the weaker of spirit
were just another block to jump over and they did-- in order to get to
their vision. . . Hence, my thoughts are that a major part of this is how
the individual leader cultivates the fire to move forward, change, do
whatever to reach the personal vision, regardless of whether that is in an
organization of one's own making or in an organization that one joins.
As to the question about how to get people who don't have the vision to
sign up for the vision and close a learning gap. . . I believe most people
have the capability to get enthusiastic about a vision (even if
constructed initially by someone else). What most folks need are the
basic tools on how to participate in the on-going process of change. The
basic tools are the tools that increase personal capability, ownership,
trust and candor. Enter Organization Development.
Sandy Wells
Learning-org -- Hosted by Rick Karash <rkarash@karash.com>
Public Dialog on Learning Organizations -- <http://www.learning-org.com>