Use This Framework To Develop Your Team Vision Statement

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How to create a compelling team vision to guide you and your team

First of all, we need to clarify the meaning of the terms mission and vision. Your team mission can change over time. It is the standard by which you evaluate your actions and decisions, and explains why you exist. The team vision is what you want to be as a team after some time in the future.

The team vision statement is narrowly focused on the future and defines what you want and aim to be. This is the future and pursued state of the company and your team, which every employee can build as an image so clearly in his mind that it looks like a real reproduction of our world.

The mission statement sets out the reason for the organization’s existence, its value system, and how it seeks to serve its key stakeholders and community. A statement of vision follows from this statement.

How to recognize them? You’ve probably come across words like “leader in …”, “revolutionary” or “rediscover” in both.

You can also hear the statement or declaration of vision as a ‘future photo of your team’, but its role is much more than that. It is the inspiration and framework for the whole strategic planning of the team, focus, and decision-making, answering the question: “Where do we want to go?” Here are the main characteristics of a good statement:

  • Represents the problem that the team aims to solve. As Simon Sinek said, “Start with ‘Why?'” With a maximum of 1 ½ sentences, each team member should be able to briefly describe the problem you are solving. Again, limit the use of words like “revolutionize” or “rediscover …” because that’s how you start with “How.”
  • Clearly presents a picture of the final state and the desired result of the team. When employees feel the state of achievement, they can perceive it and turn it into their dream.
  • Binds stakeholders and customers. It manages the formulation and transmission of marketing messages to customers and partners and communication with internal stakeholders.

How to create a team vision statement? Elements of the vision statement

To help managers, yourself, and colleagues create a common vision, we will go through these steps to define your values and link them to team goals:

  • Document your core values.
  • Set a main goal, because it is the reason why the team exists and its influence on the organization.
  • The remaining goals break your strategy into short-term, achievable milestones and help coordinate the team’s efforts.
  • The mission is what you are trying to achieve .
  • The strategy is how you plan to accomplish the mission above.
  • Together, the three things build the vision of the team – why you exist, what you are trying to achieve, and how you will do it.

The team vision statement will be a short sentence that defines where you want to go. It is an expression of your future state and an idea that inspires and connects the people in the team.

1. Determine who should participate and gather leadership at the board level

When creating this document, you do not need to gather the whole company in a huge conference hall, but only an official or advisory board of team leaders, with the exception of some high-level employees. The goal is to create an environment that is isolated from distractions and interruptions and is formed by people with the longest experience and knowledge of the business.

Managing rules

2. Choose a facilitator of the process of creating a team vision statement

The role of facilitators is to help manage the process without affecting the content. Like team building games, the person in this role guides the rest of the team and monitors whether the work process runs without interruption or collisions between individual parties.

3. Conduct a brainstorming session for the future of the company and exchange ideas

In the first part of this phase, each board member will have to answer a series of questions first for himself or herself, and then the facilitator will reorient the brainstorming session into groups.

For group work, you can split into 3-4 people, and the facilitator will provide you with a question to discuss and answer the following questions:

  • If our team took the form of a person, what would he be from a moral and behavioural point of view?
  • What positive change do we want to make to this organization after X years?
  • Where do we want to be 1, 3, 6 years old on the path of team development?
  • If in 10 years our team is published on the front page of newspapers, what would be the headline?
  • If a longtime employee leaves after 10 years, what would we like to say about the team and the business when he talks about these things?

After 30 minutes of work, the facilitator should ask all groups to share their thoughts and ideas. After agreeing and sifting out the strongest ideas, write them down in a new table and/or chart, asking all participants to add, subtract and formalize the sentence structure of the statement as you copy it.

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4. Define organizational values

Once you have completed the previous step, you will have a list of very detailed answers to each of the questions. The facilitator should again divide the board into groups and take another 20 minutes to display a list of shared values for the team.

Values are the beliefs of an individual or a group and are tied to those of the organization in which they work and are invested emotionally. The mission statement of a business often contains guidelines that also mention the organization’s values. Use words with deep meaning and connection with the beliefs of the team members:

  • Sociocultural norms
  • Etiquette
  • Way of thinking

Example of values: respect, dignity, diversity, excellence, satisfaction

Each group should represent their ideas to the others and then combine and adopt a final list. Ideally, it will be 5-10 words and easy for people to remember.


The second part of the team statement of the team vision is to determine your main goal – the perfect state of your existence in the future and then save it in the present. You can be guided by the question with the newspaper because it is about a long period of time and your idea of that moment clearly expresses your goal achievement.

This main goal must be achievable because it guides your team vision, but it must also make you make an effort beyond the limits you have set.

In other words, the vision guided by your main goal should always be at hand, but such that you have to reach out to reach it. This will expand your personal, team, and organizational skills.

From earning a promotion to learning something new, the OKR framework could help readers set and achieve their 2021 goals. We break down what the OKR framework is, tips to create goals using this model, and common mistakes to avoid.

What Is the OKR Framework

Tip: Update your goals periodically

Every year, when you set your new annual goals and objectives, you need to review your vision, mission, and values to see if you are on the right track.

Key issues:

  • Will the new initiatives help us achieve team vision?
  • Is the team vision tied to that of the organization and its higher goals?

Usually, the vision changes very little, but the mission can change.

Your team members need to know why they work in this place. The easiest way to achieve this is to link them and their jobs to the big corporate picture. Show them the impact of their work on business development.

people discussing team vision

Review the statement

You can now shape your team vision. Aim to formulate it in a maximum of 2 sentences, which clearly convey what goals you want to be in the future and what uniqueness will help you climb this peak.

The vision statement is oriented towards the future, the goal, and the aspirations of the team. It stems from the team’s mission (“its goal”). It is as if team members say that they want to become something X based on this mission. Finally, the strategy must flow directly from the vision, as it aims to achieve the vision and thus satisfy the team’s mission.

There are dozens of ways to formulate a mission and vision. In most cases, mission statements are slightly longer than vision statements, often because they convey the organization’s core values. The team statement on the vision is relatively short and forward-looking statements. Increasingly, organizations and teams also add a statement of values that either confirms or explicitly states the organization’s values, which may not be evident in mission or vision statements.

After you have written several options, read them aloud, and test them. Everyone must agree with the wording of your vision and the described ideal future state. Its purpose is to connect the members of your team with each other and with the whole organization as well. When it comes to engaging team members, you need to be able to point out how different people synchronize and how the vision resonates with each of them.

How do you know that you have achieved balance and united your colleagues in the team? When everyone expresses and understands the vision (target future state) in the same way.

Important: Make sure the team vision statement is measurable so you can determine your progress.

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Make it memorable

The vision of the team is written as a short sentence or statement. And it should inspire. It should be to the point and easy to remember.

A well-written vision can make you goosebumps. It should be powerful and say “We do this,” not “We want to do this” or “We will do this.”

If the vision of your team awakens such a feeling in you, it’s time to hang it in a visible place! Put it on giant posters or draw the phrase on the wall of the hangar or in your lobby. Let your managers, employees, and passengers know what it is all about. Put it in the cartons of your notebooks and your travel cards.

Think of it as a brand for your flight department. Create a visual that your team can connect to.

You should see your vision statement several times as you walk through the flight department facilities.

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Your team vision statement is your moment to shine!

Use your strategy as a filter to prioritize work and then set key goals consistently. To increase the chances that goals are meaningful and taken seriously, use a framework like SMART or OKR (Goals and Key Outcomes).

Your team vision is the star match of the team. All colleagues work with a clear, common vision on the field of the corporate world in order to win the game! Each employee must know his role (position) during the game.

To achieve your vision, you will use your team mission so that each member of the team can take the necessary actions to achieve the goal.

At the end of this process, you and your team should have a short, 1-2 sentence statement in which you clearly state what the team is trying to achieve and why it is doing what it is doing.

Then, finally, the creation of team values ensures that the team works as a cohesive unit. There is camaraderie, integrity, respect and alignment.

On the way to success, a magic box is never superfluous, which will enhance the effect of the values, vision and work of employees with dozens of team building games and activities. Ensure that your team works as a cohesive unit with the star participation of KissTheFrogNOW!

by Vasilena Vasileva

A firm believer in team culture, creative team-building games & that inspiration comes within.



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