Figuring out your own identity as an association may not always be easy, especially within the current political environment with policy developments coming at you at an ever-increasing speed. While short-term goals and individual strategies naturally change and adapt, having a clear idea of what your overall vision is can help you identify the best talent for your organisation and, ultimately, steer you through volatile times, ensuring lasting success.
How to keep your vision alive and gain people’s buy-in?
Value your values and make them your solid base for both internal and external interactions. When recruiting, whether independently or via an agency, ensure the candidates are screened from the point of view of their personality and organisational culture match, too. You want to hire people that will thrive working for you, becoming better professionals, organisation’s strong pillars and your best advocates.
Strong organisational vision does not mean lack of diversity.
Hiring people that will fit with your organisational culture does not mean you should oppress individuality, limit diversity and end up in a tunnel of organisational bias. Welcoming diverse backgrounds and opinions has been proven to bring extremely positive results to teams and organisations. Your vision is about standing strongly by your values and using them as a guideline to make a positive impact in the world.
What’s in it for you?
In a world of volatility, where everything can be put into question, taking a stand on what is important for your association will become your anchor. It will help you group around your organisation people (both internally as employees, and externally as followers and supporters) that will amplify your messages, boost your visibility and be your advocating force. This should not be undervalued as, ultimately, it’s people that make or break your success.
Originally published at meetingmedia.magazine.live