Leader giving high fives to teammates sitting around a table
The most recent domestic labor data shows that job openings reached 7.4 million in April. Translation? New hires are walking through the door every day. For leaders stepping into a new role, one of the quickest and most impactful ways to make their mark is by clearly communicating a mission and vision that energizes the team. A compelling mission isn’t just corporate jargon; it’s a practical tool that sets expectations, unites the team around shared values, and connects daily tasks to a larger cause. Research shows that 82% of employees believe it’s essential for their company to have a clear purpose. When employees believe in that purpose, a staggering 93% say they’re more likely to recommend the company to others. When articulated clearly, a well-defined mission and vision don’t just set the tone for day one; they establish the foundation for high performance, resilience, and respect. Here are five key steps for new leaders to nail it.
Set clear expectations
One of the fastest ways to build trust with your team is to define roles and set explicit expectations. Don’t assume your team knows what you expect from them, and don’t guess what they need from you. Instead, use two simple but powerful prompts:
“Here is what I commit to always doing for you.”
“Here is what I need from you.”
For example, you could commit to transparent communication and consistent feedback, as long as they’re habits you can realistically uphold. In return, request proactive updates and open conversations about potential roadblocks before minor issues snowball. One study shows that fewer than half of employees fully understand what is expected of them at work. This lack of alignment upfront can lead to underperformance in the long run. Starting with these two prompts eliminates ambiguity and sets the tone for a culture of mutual accountability from the outset.
Identify core values
Once you’ve made expectations clear, the next step is to align values. Identifying a small set of values—ideally, three words or fewer—provides a simple yet powerful foundation. Example values might include:
Clarity: Valuing transparency and eliminating confusing jargon wherever possible
Communication: Prioritizing proactive updates and shared understanding, especially when things are not going according to plan
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Collaboration: Solve problems together, not in silos
The key here is operationalization. Every team meeting, decision, and milestone should tie back to these selected values. Employees who say their company’s mission, vision, and values align with their own are far more likely to report feeling a sense of personal accomplishment and are less likely to consider leaving their employer.
For instance, if “clarity” is a team value, you might implement brief written recaps of clear takeaways and to-dos after each meeting. If “collaboration” is a core value, consider making cross-functional brainstorming sessions a regular monthly event.
Tie back to the bigger picture
Employees are far more motivated when they understand how their daily work contributes to broader organizational goals. Eighty-three percent of employees say finding purpose in their day-to-day work is a top priority that influences their workplace satisfaction. As a new leader, one of the most impactful steps you can take is to explicitly draw a line of sight from your team’s tasks to the company’s overarching strategy. This can look like:
Sharing a simplified version of the company’s strategic priorities
Mapping team projects directly to those priorities
Telling stories about customer impact, market influence, or community benefit
It’s easy for employees to lose sight of how their everyday work supports the company’s larger goals. A strong leader fixes that disconnect by making the link clear and meaningful. When employees understand how their efforts play into the team and company’s larger mission, even if they’re not in the spotlight, discretionary effort and loyalty rise.
Achieve early wins
Research from Harvard Business School professor John P. Kotter underscores the importance of securing short-term, visible wins that can quickly build momentum and establish a standard for change. In his book, “Leading Change,” Kotter emphasizes that these early successes not only validate a new leader’s vision but also accelerate credibility. For new leaders, selecting one or two achievable goals that demonstrate the mission and values in action is key. These goals could look like:
If collaboration is a value, launch a cross-team initiative with a visible deliverable
If clarity is a value, streamline an existing reporting process to make communication easier
Publicly celebrating these wins and connecting them back to the company’s mission will amplify momentum. It reinforces that the mission and values aren’t just buzzwords; they are practical drivers of action that lead to tangible results.
Create rituals and symbols
A mission and vision resonate when they are woven into the team’s daily operating system. Leaders can make these values stick by introducing regular rituals and symbols that reinforce them in meaningful ways:
Begin team meetings by recognizing an employee who embodied a core value that week
Embed value reminders in visual cues around the office, such as posters, dashboards, or slide templates
Weave mission-aligned stories and messaging into emails, town halls, and one-on-one conversations
Teams with simple, reliable rituals often report greater meaning in their work, improved performance, and a stronger sense of togetherness and community. These small, consistent actions ensure that the mission isn’t just a statement on the wall; it becomes part of the fabric of the team’s daily life.
Establishing an effective strategic mission and vision is not a one-and-done task. It’s a continuous process of clarification, reinforcement, and lived example. But as a new leader, it’s crucial to come in with a roadmap for success. By establishing clear role expectations, operationalized values, purpose-driven work connections, early wins, and team rituals, new leaders can build a strong foundation and a team culture that thrives far beyond the first 90 days.
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