Vision is where leadership begins. It’s the spark that transforms ordinary effort into purposeful action. A clear vision gives meaning to work, direction to teams, and resilience to organizations navigating change. Without vision, leadership becomes reactive, responding to circumstances rather than shaping them.

Strong leaders understand that vision is not a single statement hung on a wall. It’s a living ideal, continually refined by experience, dialogue, and shared purpose. Before setting a course, a leader must ask three critical questions:

1. Is this the right direction? Does it align with our mission, values, and the people we serve?
2. Are these the right goals? Are we challenging ourselves in ways that matter?
3. Is this the right time? Are the conditions right for progress and for people to succeed?

These questions anchor vision in reality. Once answered, they give leaders the confidence to share the vision—to communicate it clearly and repeatedly, inviting others to see themselves in it. When people understand not just what they’re doing, but why, commitment and creativity follow naturally.

One of my favorite illustrations captures how vision fits into a broader framework for success. It’s a chart showing the pathway of Vision, Skills, Incentives, Resources, and Action Plan leading to Organizational Success. When all five are present, progress is steady and morale is strong. But when one is missing, predictable outcomes follow:

• Without vision – confusion.
• Without skills – anxiety.
• Without incentives – only gradual change.
• Without resources – frustration.
• Without an action plan – false starts.

This model, attributed to R. Stogdill and A. Coons, whose behavioral research on leadership remains foundational, reminds us that effective leadership is both art and structure. The emotional drive to lead must be balanced with systems that help others succeed.

But vision alone is not enough. The motive to lead matters just as much. Leadership rooted in ego or control quickly erodes trust. Leadership driven by purpose, curiosity, and service builds community. It calls us to take personal responsibility for initiating change rather than waiting for permission or perfect conditions. We must be willing to do the internal work: clarifying our own goals, aligning them with those of the organization, and supporting others as they do the same.

No leader is perfect. We all falter. But those moments are opportunities to recalibrate, to return to the basics and remember why we began leading in the first place. That’s where growth happens.