V.I.S.I.O.N

vision

V.I.S.I.O.N

As discussed earlier, the framework can be either developed or adopted with some sort of modifications but the important thing to align it with the organization’s vision, values and strategy, etc. Keeping that in mind V.I.S.I.O.N can be considered as the baseline in developing or adopting any framework.

V.I.S.I.O.N (Visualize, Identify, Structure, Implement, Operate, Nurture) is focused on providing the organizations and managers with dimensions to add to their original strategy and psychology.) is focused on providing the organizations and managers with dimensions to add to their original strategy and psychology.

V – Visualize:

It all starts with the visualization of the desired target. The very first question, in any planning framework, is “What?” or some cases “The Problem Statement”. The output could be a product, service, result or just a milestone but can be of any magnitude. Most of the time the vision is termed as being unrealistic but that is the case will everything that happened for the first time. If you cannot think big, then you cannot achieve it. Similarly, if you don’t fail then you cannot learn anything. So the point is to your original vision because it will require commitment, motivation and sacrifices which you cannot do when you try to peruse any other person’s vision.

I – Identify:

Once there is a clear target, then the next step is to determine the path to achieve that target. This is the part that is often termed as the “requirement Gathering and Understanding” phase. This step involved identifying all the pieces that will be required to achieve any target. Another important aspect of this step is to identify “when” an element will be required so it is procured right-in-time. This step involves the identification of not only the directly involved elements but also the ones that may be required indirectly.

S – Structure:

The very next step is to formulate the strategy to put all the required pieces together. This is often the stage when some unidentified constraints are exposed and the whole framework has restart. Generally, around this phase, the potentially responsible persons and targeted dates for action points are identified and the whole translation of “how will things work” is defined in this phase.

I – Implement:

Next is the time to put all planning into execution. In this step the planned framework is implemented. The implementation can be done all across the organization at once or in phases. Similarly, the implementation can be limited to a certain group of people or areas before reviewing the results and deciding on the future strategy.

O – Operate:

Once the framework is operational, next is to make the necessary adjustments to keep the framework aligned with the target. There might be some changes that may occur due to some technical or operational challenges and there will be others which the steering committee might be altered based on some results or response. The change can be in form of involvement of people at different stages based on their experience, skillset and interests.

N – Nurture:

This step is very important because any strategy or framework needs time to be effective and produce results. An Important thing to understand is that time is not required just for the framework to mature but also is required from the psychological aspect. The stakeholder sometimes has to be a bit extra patient to allow the framework to be fully functional. That is the way it is always recommended to give the framework some time before making an adjustment. The changes should be well thought out before their applications and once they are implemented, everybody has to be a bit patient to allow them time to take full effect.

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