The Problem of Disengagement

In a perfect world, every organization would have fully engaged members dedicated to its success. Unfortunately, we don’t live in a perfect world. Too often, organizations spend more time, effort, and money making excuses and propping up poor performance than it would take to investigate and correct the underlying causes.

That said, poor performance is rarely caused by a single issue. Instead, it typically stems from a combination of factors, including:

• No clear common vision

• Lack of shared values

• Internal corruption

• Weak marketing strategies

• Outdated or inferior products

• Poor management

• Ineffective hiring processes

• Lack of integrity among leaders and employees

• Absence of creativity and innovation

• Workplace lethargy

• Overpaid executives with excessive wage gaps

• Underpaid, disincentivized, and disempowered workers

• Lack of team cohesion and unity

• Minimal interaction between management and employees

While this list could go on, one issue consistently stands out: a lack of a clear, common vision. When people do not understand or embrace the vision of an organization, disengagement and dysfunction follow.

The Power of a Clear Vision

The book of Proverbs 29:18 states:

“Where there is no vision, the people are unrestrained, but happy is he who keeps the law.” (NASB)

Some translations use “revelation” or “prophecy” instead of “vision” and say that people “perish” rather than remain “unrestrained.” In this context, “law” refers to the guiding principles necessary for success in life. This is not just a church or religious principle—it applies to all aspects of life. When people lack proper direction and supervision, along with a compelling vision of a preferred future, they tend to act in ways that are unproductive or even destructive.

Leadership expert John Kotter, in his book Leading Change, identifies eight common mistakes organizations make. Three of them directly relate to vision:

1. Underestimating the Power of Vision

2. Under-communicating the Vision (by a factor of 10 or even 100)

3. Allowing Obstacles to Block the Vision

Without a clear and compelling vision that is widely understood and embraced, organizations struggle to engage employees and achieve success.

Vision is Essential for Individuals and Relationships

The importance of vision extends beyond organizations—it is equally critical for individuals, marriages, and families. One of the first questions I ask couples seeking help with their marriage is: “What is the vision for your marriage?” You can probably guess how many have an answer. Without a shared vision, relationships flounder, just as organizations do.

How to Develop and Implement a Vision

There are countless books on vision, but at its core, the concept is simple—though not necessarily easy. Stephen Covey’s 7 Habits of Highly Effective People emphasizes this principle in Habit 2: “Begin with the End in Mind.” Similarly, Lewis Carroll illustrates the same idea in Alice in Wonderland, paraphrased as:

“If you don’t know where you are going, any road will get you there.”

In other words, without a defined destination, you’ll inevitably drift aimlessly. The key to success is future-focused planning. Once you determine where you want to be, you can work backward to establish the necessary disciplines, procedures, and people to help you reach that destination.

Conclusion

Without a clear, common vision, engagement suffers, and without full engagement, peak performance is impossible. Whether leading an organization, managing a team, or building a strong relationship, vision provides the foundation for long-term success. Define your vision, communicate it effectively, and remove obstacles that stand in the way—because without direction, failure is inevitable.