In this post, let’s continue our
exploration of Unorthodox concepts in Human Resources/People Management. In
this series, we are exploring concepts that are unlikely to be found in
‘respectable’ text books (and also not taught in ‘premier’ business schools)
but are very much real in the paradoxical world of people management (See
‘The attrition principle’ and
'In the valley of attrition' for the
previous post in this series).
Let's begin by defining these terms - Vision statement and Sublimation.
Vision statement : A vision statement provides a snapshot of the preferred future of the organization. Usually, a timeline is attached to the vision statement (e.g. By 2025, we would be the largest company in our industry by revenue)
In practical terms, what happens is something like this. In 2015, a company sets up a 2020 Vision. Around 2018 or 2019 the same company replaces the 2020 vision with a 2025 Vision. Once this 2025 vision is in place, the 2020 vision is discarded and company is no longer bothered about seeing if the company achieves the 2020 vision. So, the the 2020 vision directly moves (sublimates!) from the 'future' to the 'past' without bothering to go through 'present' reality! Hence, 'future becomes a great place to hide' the lack of progress on working towards the Vision!
While this sounds like 'cheating', it might not be that harmful to the organization. Vision, as opposed to a goal, is meant to be aspirational. It can even be argued that calling a long term aspiration as 'vision', and thereby putting it on a pedestal (and following it too rigidly), can in in fact be harmful to the organization in a rapidly changing environment as it might hinder the organization from seizing emerging (unanticipated) opportunities.
Hence, in a way, it makes sense to keep the vision perpetually (and safely!) in the future. As we have seen in 'Mission without Vision', it might make sense to have only a mission and not a vision. Ultimately, what the employees want is a sense of direction and purpose and not vision or mission statements!
Any comments/ideas?
Let's begin by defining these terms - Vision statement and Sublimation.
Vision statement : A vision statement provides a snapshot of the preferred future of the organization. Usually, a timeline is attached to the vision statement (e.g. By 2025, we would be the largest company in our industry by revenue)
Sublimation : Sublimation is the name for the
phenomenon when a substance changes directly from the solid state to the
gaseous state without going through the liquid state (so we are using the
'Chemistry' meaning of 'sublimation' - as opposed that in 'Psychology')
So
how do these two apparently unrelated concepts come together? Vision
statements have this interesting tendency to move directly (sublimate!) from
'future' to the 'past' without bothering to go through the 'present'!
In practical terms, what happens is something like this. In 2015, a company sets up a 2020 Vision. Around 2018 or 2019 the same company replaces the 2020 vision with a 2025 Vision. Once this 2025 vision is in place, the 2020 vision is discarded and company is no longer bothered about seeing if the company achieves the 2020 vision. So, the the 2020 vision directly moves (sublimates!) from the 'future' to the 'past' without bothering to go through 'present' reality! Hence, 'future becomes a great place to hide' the lack of progress on working towards the Vision!
While this sounds like 'cheating', it might not be that harmful to the organization. Vision, as opposed to a goal, is meant to be aspirational. It can even be argued that calling a long term aspiration as 'vision', and thereby putting it on a pedestal (and following it too rigidly), can in in fact be harmful to the organization in a rapidly changing environment as it might hinder the organization from seizing emerging (unanticipated) opportunities.
Hence, in a way, it makes sense to keep the vision perpetually (and safely!) in the future. As we have seen in 'Mission without Vision', it might make sense to have only a mission and not a vision. Ultimately, what the employees want is a sense of direction and purpose and not vision or mission statements!
Any comments/ideas?
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