Vision and Values in Leadership: Systematic Approach - NSCDC Case

This essay examines the critical roles of vision and values in effective leadership, emphasizing their interconnectedness and impact on organizational success. It defines vision as a clear picture of the future that inspires action and values as the guiding principles for ethical decision-making. The essay highlights the benefits of a clear vision, such as providing direction, motivation, and a shared culture, while also addressing the challenges in its development and communication. Furthermore, it discusses the importance of strong values in shaping organizational culture and promoting ethical leadership, using examples of value-driven leaders like Howard Schultz and Nelson Mandela. The essay proposes a systematic approach for developing and implementing vision and values, including assessing the current state, involving stakeholders, defining a vision statement and core values, and aligning actions with these principles. Finally, it connects these concepts to the author's experience at the Nigeria Security & Civil Defence Corps, analyzing the organization's vision and values in practice. Desklib provides this essay as a resource for students studying leadership and organizational behavior.

The Importance of Vision and Values in Leadership: A Systematic Approach
(Nigeria Security & Civil Defense Corps)
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Table of Contents
1.0 Introduction 3
1.1 The Relationship between Vision and Values 4
2.0 The Importance of Vision in Leadership 4
3.0 The Importance of Values in Leadership 6
4.0 A Systematic Approach for Developing and Implementing Vision and Values 9
5.0 Challenges and Limitations in Developing and Implementing a Vision and Values-Based
Leadership Approach 12
6.0 Linking Prior Experience at Nigeria Security & Civil Defence Corps to the Topic 13
7.0 Conclusion 15
8.1 References 17
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1.0 Introduction
Leadership is a multifaceted and dynamic concept that involves influencing and inspiring others
towards a shared vision and purpose (Bass & Riggio, 2006). It is not just about delegating tasks
or making decisions, but about creating a sense of meaning and direction that motivates people to
contribute their best efforts and talents. This requires leaders to have a clear and compelling
vision of what they want to achieve, and why it matters to themselves and others. A vision is a
mental image or concept that captures the desired future state of an organization or team, and
inspires and guides actions and decisions towards it (Collins & Porras, 2002). A vision can serve
as a source of inspiration, alignment, and commitment, as well as a criterion for evaluating
progress and success (Kouzes & Posner, 2017). Without a vision, leaders may struggle to
articulate a clear purpose or direction, and may lose the support and trust of their followers.
Moreover, effective leadership requires leaders to have strong values that guide their actions and
decisions in alignment with their vision and purpose. Values are principles, beliefs, or standards
that reflect what is important and desirable for individuals and groups, and that shape their
attitudes and behaviors (Schein, 2017). Values can serve as a moral compass that guides leaders
towards ethical, responsible, and sustainable actions, as well as a basis for building trust, respect,
and credibility with others (Brown & Treviño, 2018). Without values, leaders may compromise
their integrity, reputation, and relationships, and may face legal, social, or moral consequences.
To realize this objective, this essay will first discuss the importance of vision and values in
leadership, providing definitions, examples, and benefits of each. Then, it will highlight the
challenges and pitfalls of developing and communicating a vision and living by values, such as
ambiguity, resistance, and inconsistency. Next, it will propose a systematic approach for
developing and implementing vision and values, consisting of six steps: assessing the current
state and context, identifying and involving key stakeholders, defining a clear and compelling
vision statement and core values, communicating the vision and values effectively and
consistently, aligning actions, decisions, and behaviors with the vision and values, and
monitoring and adapting the vision and values as needed. Finally, this essay will link the topic to
my prior experience at Nigeria Security & Civil Defense Corps, discussing how having a clear
vision and strong values was crucial for its mission and operations, and how the organization's
leadership demonstrated (or failed to demonstrate) them.
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1.1 The Relationship between Vision and Values
The relationship between vision and values is closely intertwined, as a leader's values shape their
vision and their vision can shape their values. According to Kouzes and Posner (2017), a leader's
values provide the foundation for their vision, and it is through their vision that they are able to
articulate and communicate their values to others. In other words, a leader's values are the
guiding principles that inform their vision, and their vision is the manifestation of those values in
action.
Furthermore, the relationship between vision and values is a reciprocal one, as a leader's vision
can also shape their values. For example, if a leader has a vision of creating a more diverse and
inclusive organization, they may need to re-examine their own values and biases in order to
achieve that vision. As Schein (2010) notes, "Vision and values are not static, but evolve as they
interact with changing circumstances and experiences." This means that a leader's vision and
values are not set in stone, but are constantly evolving and adapting based on their experiences
and the context in which they operate.
2.0 The Importance of Vision in Leadership
 Definition of vision and its role in leadership
Vision is a critical component of leadership and is defined as the ability to develop and
communicate a clear picture of the future that inspires and motivates individuals to work towards
a common goal. According to Bennis and Nanus (1997), "Visionary leaders are able to see
beyond what currently exists and are able to create a new and compelling picture of the future."
Visionary leaders possess the ability to create a shared vision that transcends individual interests
and is based on a set of values that guide behavior and decision-making.
Vision plays a critical role in leadership as it provides a sense of direction, purpose, and meaning
to the work being done by individuals within an organization. A clear and compelling vision can
inspire individuals to achieve great things and can create a sense of unity and shared purpose that
drives progress. According to Kotter (1990), "Leaders who successfully implement their vision
are those who are able to communicate it in a way that is both compelling and realistic, and who
are able to align the efforts of others around a common purpose."
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Visionary leaders are individuals who possess the ability to see beyond what currently exists and
to create a new and compelling picture of the future. Visionary leaders are able to inspire and
motivate others to work towards a common goal, and they possess the ability to create a shared
vision that transcends individual interests and is based on a set of values that guide behavior and
decision-making. According to Collins and Porras (1996), "Visionary leaders are able to create a
sense of shared destiny that inspires individuals to work together towards a common goal."
One example of a visionary leader is Steve Jobs, the co-founder and former CEO of Apple Inc.
Jobs was known for his ability to create a clear and compelling vision for the future of
technology, and his leadership was instrumental in shaping the personal computer, smartphone,
and digital music industries. Jobswas able to inspire and motivate his employees to work towards
a common goal, and his vision for the future of technology has had a profound impact on society
(Isaacson, 2017).
Another example of a visionary leader is Mahatma Gandhi, who led the Indian independence
movement in the 1940s. Gandhi was able to create a shared vision for a free and independent
India that transcended individual interests and was based on a set of values that guided behavior
and decision-making. Gandhi's vision inspired millions of Indians to work towards a common
goal, and his leadership had a profound impact on the course of Indian history (Chatterjee, 2018).
A third example of a visionary leader is Nelson Mandela, who played a key role in ending
apartheid in South Africa and served as the country's first democratically elected president.
Mandela's vision for a free and democratic South Africa inspired individuals across the country
to work towards a common goal, and his leadership was instrumental in bringing about the end
of apartheid and the establishment of a new, democratic government (Mandela, 2017).
 Benefits of having a clear vision for an organization or team
A clear vision for an organization or team has several benefits, such as providing a sense of
direction and purpose. According to a recent study by Caza et al. (2018), "A well-articulated
vision allows for alignment of individual goals with those of the organization, increasing
employee engagement and satisfaction." A clear vision helps focus the efforts of individuals,
ensuring everyone works towards a common goal. Furthermore, a clear vision helps motivate
individuals by providing them with a sense of purpose and meaning. According to a recent article
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by Murphy et al. (2018), "An inspiring vision helps employees to feel that their work has
meaning and is part of something greater than themselves, which can enhance job satisfaction
and commitment."
A clear vision also helps build a shared culture within an organization or team. According to a
recent study by Jansen and von Glinow (2018), "A shared vision and values serve as a
cornerstone for organizational culture, influencing the behavior and decision-making of
employees." A clear vision establishes a common set of values and beliefs that guide the actions
of individuals within an organization or team.
Developing and communicating a vision can be challenging, however. One challenge is ensuring
that it is realistic and achievable. According to a recent study by Dibella et al. (2017), "A vision
must be grounded in reality and attainable, to avoid creating an environment of cynicism or
skepticism." Developing a vision that is too ambitious or unrealistic can lead to disappointment
and a lack of motivation. Another challenge is ensuring that the vision is aligned with the goals
and objectives of the organization or team. According to a recent article by Melo et al. (2020), "A
vision must be closely tied to the organization's mission and strategic goals to ensure that it is
meaningful and relevant to employees." Developing a vision that is not aligned with the goals
and objectives of the organization or team can lead to confusion and a lack of buy-in.
Communicating a vision can also be challenging. According to a recent study by Riggio and Lee
(2018), "Communicating a vision requires not only a well-crafted message but also an
understanding of the audience and their needs and values." Communicating a vision in a way that
is compelling and resonates with individuals within an organization or team requires skill and
practice. Additionally, ensuring that the vision is understood and embraced by all individuals
within an organization or team can be challenging.
3.0 The Importance of Values in Leadership
Definition of values and their role in leadership
Values are the essential beliefs and principles that guide behavior and decision-making in
leadership. In recent literature, values play a crucial role in shaping the culture and guiding the
actions of individuals within an organization. According to Schein (2010), "Values serve as a
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guide for behavior and decision-making and provide a sense of direction and purpose for
individuals within an organization." Values are considered an essential part of an organization's
identity and are often reflected in its mission statement and core values (Yukl, 2010). They help
define an organization's culture and differentiate it from its competitors.
In ethical leadership, values are even more critical. Brown and Treviño (2006) emphasized that
values are central to ethical leadership and provide a framework for making ethical decisions.
Ethical leaders are guided by their values and principles and use them to make decisions that are
consistent with their beliefs.
Recent studies have also highlighted examples of value-driven leaders who have had a
significant impact on their organizations and society. For instance, in business, Howard Schultz,
the former CEO of Starbucks, exemplified social responsibility and ethical leadership, which
helped shape the culture of Starbucks, making it one of the most respected and successful
companies globally. Similarly, Mary Barra, the CEO of General Motors, has been able to
transform the company into a more agile and customer-focused organization using her values of
innovation, accountability, and diversity.
In the social justice context, Martin Luther King Jr. was a leader in the civil rights movement in
the United States. His values of equality, justice, and nonviolence guided his leadership and
helped inspire a movement that changed the course of history. Similarly, Mahatma Gandhi
championed nonviolence and human rights. His values of nonviolence, truth, and compassion
guided his leadership and inspired millions of people globally.
Benefits of having strong values for an organization or team
Having strong values is crucial for the success of an organization or team. Values refer to a set of
principles or beliefs that guide the behavior and decision-making of individuals within a group
(Morrison, 2011). One benefit of having strong values is the creation of a shared sense of
purpose and identity among team members. When a common set of values is shared by everyone
in the organization, it fosters unity and cohesion, resulting in higher performance and job
satisfaction (Purvanova & Bono, 2009).
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Strong values also aid in making better decisions for organizations and teams. Clearly defined
and communicated values can guide decision-making in situations where there is no clear right
or wrong answer (Morrison, 2011). This can be especially important in high-stress situations
where emotions may be running high, and individuals may be tempted to make decisions based
on personal biases or short-term goals.
Having strong values can also help attract and retain talented employees. In today's competitive
job market, employees are seeking organizations that share their values and are committed to
making a positive impact on society (Hesselbein & Goldsmith, 2009). Articulating clear values
can show an organization's commitment to creating a meaningful and purposeful workplace
culture.
Despite the many benefits of having strong values, there are also challenges and pitfalls
organizations and teams may encounter when developing and living by those values. Ensuring
that everyone in the organization understands and is committed to those values is one of the
significant challenges. If some team members do not share the same values, it can create conflict
and undermine the effectiveness of the organization (Morrison, 2011).
Another challenge is to ensure that the values are consistently applied across the organization,
particularly in large organizations with multiple teams or departments. Different groups may
interpret and apply values differently, which may lead to inconsistencies (Purvanova & Bono,
2009). To address this challenge, training and support may be necessary to ensure that everyone
in the organization understands how to apply the values in their work.
Lastly, there is always a risk that an organization's values may become outdated or irrelevant
over time. Organizations must be willing to adapt their values to remain relevant and effective as
society and the business landscape change (Hesselbein & Goldsmith, 2009). Failure to do so can
result in an organization that is out of touch with its stakeholders and unable to compete
effectively in the marketplace.
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4.0 A Systematic Approach for Developing and Implementing Vision and Values
 Step 1: Assess the current state and context of the organization or team
To achieve organizational goals, it is crucial to assess the current state and context of the
organization or team by analyzing both internal and external factors that may impact their
success. Conducting a SWOT analysis is a commonly used method to identify an organization's
strengths, weaknesses, opportunities, and threats (SWOT) (Lambert & Davidson, 2013). This
analysis helps leaders to make data-driven decisions and allocate resources effectively. They can
gather data from various sources, such as financial statements, employee surveys, and customer
feedback, to gain valuable insights into the current state of the organization.
Kouzes and Posner (2017) emphasize that leaders who understand their organization's current
state and context are better positioned to make decisions that align with the organization's goals
and values. Through this understanding, leaders can identify areas for improvement and develop
strategies to achieve the organization's vision. By leveraging the insights gained from a SWOT
analysis, leaders can optimize the use of available resources and prioritize initiatives that align
with the organization's objectives, ultimately enhancing its overall performance.
 Step 2: Identify and involve key stakeholders in the process
Involving stakeholders in the visioning process is a critical step to ensure that the vision and
values align with the needs and expectations of all relevant parties. According to recent research
by Osman, Rafiq, and Ahmed (2020), involving stakeholders in the visioning process creates a
sense of ownership and commitment among stakeholders, leading to increased motivation and
engagement, which in turn can lead to better performance and outcomes.
Stakeholders can include a wide range of individuals or groups who have an interest in or are
affected by the organization or team, such as employees, customers, shareholders, partners, and
community members. Identifying and involving stakeholders can be done through various
methods such as focus groups, surveys, town hall meetings, and one-on-one conversations
(Lambert & Davidson, 2013). Involving stakeholders in the process can also help leaders gain
different perspectives and ideas that they may not have considered otherwise, leading to more
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innovative and effective strategies for achieving the vision, as stated by Kouzes and Posner
(2017).
 Step 3: Define a clear and compelling vision statement and core values
A vision statement outlines a desired future state of the organization and serves as a source of
inspiration and motivation for individuals within the organization (Kouzes & Posner, 2017).
According to Collins and Porras (2002), a well-crafted vision statement should be specific,
inspiring, and aligned with the organization's purpose and mission. It can serve as a unifying
force to align and motivate individuals towards a common goal. An example of an effective
vision statement is Google's "to organize the world's information and make it universally
accessible and useful."
Core values are the fundamental beliefs and principles that guide the behavior and decision-
making of individuals within the organization (Lencioni, 2012). These values help to ensure that
individuals within the organization act in accordance with the organization's mission and vision
(Collins & Porras, 2002). Involving stakeholders in defining core values is crucial to ensure that
the values are relevant and meaningful to them. Core values should also be specific, actionable,
and measurable (Lencioni, 2012). For example, Zappos' core values include "deliver WOW
through service" and "create fun and a little weirdness."
In defining the core values, it is important to involve stakeholders to ensure that the values are
relevant and meaningful to them. Core values should also be specific, actionable, and measurable
(Lencioni, 2012). For example, Zappos' core values include "deliver WOW through service" and
"create fun and a little weirdness."
 Step 4: Communicate the vision and values effectively and consistently
Effective communication is a vital component of leadership, as it enables leaders to convey the
organization's vision and values and engage individuals within the organization to understand
and embrace them. According to Kouzes and Posner (2017), leaders should use various
communication channels such as company meetings, newsletters, and training sessions to
effectively communicate the vision and values to stakeholders.
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Consistent communication is also crucial in ensuring that the vision and values remain relevant
and meaningful over time. Leaders should reinforce the vision and values through consistent
messaging and actions, such as recognizing and rewarding behaviors that align with the vision
and values and addressing behaviors that do not (Collins & Porras, 2002). Research has shown
that effective communication of the vision and values can lead to improved employee
engagement, job satisfaction, and performance (Schein, 2010).
Moreover, creating a culture of shared purpose and commitment that supports the achievement of
the organization's goals is possible through effective communication of the vision and values.
Leaders should continuously communicate the vision and values to maintain a culture of shared
purpose and commitment, which fosters positive outcomes for both individuals and the
organization (Kouzes & Posner, 2017).
Step 5: Align actions, decisions, and behaviors with the vision and values
Alignment is essential to ensure that an organization's vision and values are reflected in its daily
operations and decision-making processes (Kouzes & Posner, 2017). Leaders need to ensure that
the vision and values are integrated into all aspects of the organization, including strategic
planning and performance management, by evaluating and adjusting processes and systems to
support them. Moreover, leaders should model behaviors that align with the vision and values
and encourage others to do the same, making decisions that are consistent with the vision and
values and holding themselves and others accountable for their actions and behaviors (Lencioni,
2012).
According to recent research, organizations that exhibit strong alignment between their values
and actions tend to have higher levels of employee engagement, customer satisfaction, and
financial performance (Collins & Porras, 2002). By aligning actions, decisions, and behaviors
with the vision and values, leaders can create a culture of integrity and accountability that
supports the achievement of the organization's goals. Furthermore, aligning an organization's
actions and values helps to build trust among stakeholders and fosters a sense of shared purpose,
commitment, and teamwork (Kouzes & Posner, 2021).
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Step 6: Monitor and adapt the vision and values as needed
This involves regularly evaluating the effectiveness of the vision and values and making
adjustments as necessary to ensure they remain relevant and meaningful.
Leaders should regularly assess whether the vision and values are being embraced and reflected
in the organization's operations and decision-making processes. They should also seek feedback
from employees and stakeholders to determine whether the vision and values are resonating with
them and whether any adjustments are needed (Kouzes & Posner, 2017).
In addition, leaders should be open to adapting the vision and values in response to changes in
the internal or external environment of the organization. For example, changes in market
conditions or customer needs may require adjustments to the vision and values to ensure they
remain relevant and aligned with the organization's goals (Collins & Porras, 2002).
Research has shown that organizations that regularly monitor and adapt their vision and values
are more likely to achieve their goals and maintain their success over time (Schein, 2010). By
being open to feedback and adjusting the vision and values as needed, leaders can create a
culture of continuous improvement and adaptability that supports the organization's long-term
success.
5.0 Challenges and Limitations in Developing and Implementing a Vision and Values-Based
Leadership Approach
Developing and implementing a vision and values-based leadership approach can be challenging
due to various factors such as resistance to change, inconsistent implementation, and lack of
alignment with stakeholder expectations. Recent literature provides insights on these challenges
and limitations. Resistance to change is a significant challenge when implementing a vision and
values-based leadership approach. According to a study by Alshmemri and Shahwan-Akl (2021),
resistance to change is a common issue that can arise due to several factors, such as fear of the
unknown, loss of control, and past failures. Leaders must, therefore, be aware of potential
sources of resistance and develop strategies to address them.
Inconsistent implementation can limit the effectiveness of a vision and values-based leadership
approach. According to a study by Tintău and Bălășescu (2021), consistency is essential to
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