This week I listened to Martin Luther King, Jr.’s “I Have a Dream” address. A speech that, though less than 18 minutes long, managed to inspire countless people.
I find it truly amazing that despite such a dim reality King refused to accept the status quo.
Refusal to accept the status quo…most leaders could learn from this message.
What about YOU?
Are you a victim of regulations, budget cuts, and other challenges? Or have you created a clear vision of a better tomorrow that inspires and motivates your team?
I have found that the leaders who do the most complaining about regulations, budgets, etc. are usually the ones with the worst outcomes. Their satisfaction scores, census, and revenue may be acceptable, but certainly not exceptional.
They tell me how culture change and person-centered care are just niceties that aren’t necessary. And I can almost see the bubble over their head saying, “She has no sense of reality”, when they are talking to me.
And then there are leaders, who are faced with the exact same issues, that manage to create a positive vision for their team. They realize there are challenges, but to except the status quo is unacceptable.
They are great leaders because they have a dream of a better tomorrow. The proof comes in higher satisfaction scores, a stronger reputation in the community, a higher census, better clinical outcomes, etc. Put on your rose-colored glasses and read this document on the positive outcomes of culture change for proof!
In a study done by Kouzes and Posner, tens of thousands of workers were asked, “What do you look for and admire in a leader?” A whopping 72% said that after honesty, their highest requirement was that the leader be forward-looking.
Great leaders have a vision that inspires. No, not the boring vision statement hanging in the lobby, but a dream that creates a rallying crying for the team.
Unhappy with your current reality? Then do something to change it.
• Paint a clear picture of what a better tomorrow will look like and share it with the team. Make it so understandable that they can envision it themselves.
• Ask your team members what their personal hopes are for the future. They want to know how the organization’s objectives will support their dreams and how they in turn can support the organization.
• Constantly communicate and keep the vision in front your team. Most importantly don’t just speak it; model it.
So are you a complacent leader on cruise control or do you have a dream?
What vision are you and your team working towards? Or do you think all this is just a bit too dreamy? I want to hear from YOU!