Questions for Expanding the Execution of Your Vision
Continuing our theme from yesterday, let’s look at a number of questions to use with yourself and the key stakeholders who will be responsible for executing your vision.
Your vision will need to have buy-in and engagement of others to it to become a reality. Therefore, it will be important to get the stakeholders involved early in the process to improve the probability of successful execution.
Here are Twelve Questions for Engaging Your Key Stakeholders…
- When do you anticipate significant events impacting the quality of your business or operation?
- How long would it take a potential new competitor to come in and change your market?
- How long will it or does it take your competitors to catch up with you in the marketplace and create a highly competitive situation?
- Are your current systems and processes in line for a game changing technological breakthrough?
- How will your industry change during the next five years?
- How is your marketplace changing and what is the impact on creating additional competitive pressures?
- Are we currently focused upon the “usual suspects” competitors and ignoring the potential game changing competitors who could enter our marketplace during the next five years?
- How are competitors strategies changing now?
- How are your positioned in the marketplace currently and how should you be positioned in the next five years?
- How will your brand and/or image change during the next five years and why?
- Is your customer base going through any significant composition changes? How about in five years?
- How has your workforce changed and what changes will be needed to move to the new future direction?
There you have a series of questions designed to create new ideas or processes for the execution of your new vision for the future.
By the way, the most important thing you will need to do regarding your new vision is to share it with your employees. If the employees understand it and buy in to the objectives, then the execution part is definitely moving forward. Plan time to share using open communication. Then, set milestones to help the employees measure their success in moving forward to the new vision.