This is an adapted transcript from the Love To Lead Podcast. Listen to the full episode Setting The Vision For 2026 With Your Team (Part 2) here.

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Bridging Part One to Part Two: Why This Matters

In Part One, we talked about something most leaders skip entirely. We talked about why buy-in has to come before the plan.

And we named a hard truth:
Most vision workshops don’t fail because the ideas are wrong.
They fail because the people building the business don’t feel connected to the future they’re being asked to carry.

So we slowed all the way down and asked three questions that change everything:

• What feels meaningful to your team?
• What’s draining their energy?
• Where do they feel underused or unseen?

Those questions weren’t about gathering information. They were about creating belonging.

Because vision isn’t something you hand to people. It’s something they choose to carry.

Setting the Intention for This Episode

Today, we’re building on that foundation.

This episode is not about hype.
It’s not about motivation.
And it’s definitely not about pushing harder next year.

Today is about how to lead a vision workshop that translates safety into ownership, clarity into peace, and ideas into sustainable excellence.

I’m walking you through how to hold the room, not just how to plan the meeting.

Resetting Expectations: This Is Not a Hype Meeting

Let’s reset expectations right away.

This is not a hype meeting.
This is not a motivational speech.
This is not a “let’s push harder next year” conversation.

This is an honoring meeting.

This workshop is not about getting more out of your team. It’s about creating alignment so everyone can do their best work—without burning out.

Step One: Ground the Room Before You Cast the Vision

Before you talk about the future, you have to ground people in the present.

You might be tempted to jump straight into goals. Don’t.

Start by acknowledging the year behind you.

You might say something like:
“Before we talk about where we’re going in 2026, I want to acknowledge what it took to get here.
This year required effort, adaptability, and care—and I see that.”

This step creates safety.

When people feel seen, their nervous systems soften. And when people feel safe, they can actually think.

Step Two: Reflect What You Heard (This Is Where Trust Is Built)

Next, bring your team’s answers into the room. This is where the pre-work from Part One matters.

You might say:
“Here’s what you shared about what feels meaningful.”
“Here’s what’s been draining energy.”
“Here’s where talent feels underused.”

This moment is powerful because it tells your team one simple thing:
“I listened.”

You don’t need to fix everything in this moment.
You just need to acknowledge it.

Trust isn’t built through solutions. It’s built through being heard.

Step Three: Share the Visio Simply (Less Is Leadership)

Now it’s time to share the vision for 2026. And I want to give you permission to keep this simple.

No long decks.
No corporate language.
No over-explaining.

Share:

• Where the business is going
• Why it matters
• And what you are intentionally not carrying forward

You might say:
“Vision isn’t about doing more. It’s about doing what matters—with the right people—in a way that honors our energy.”

Less clarity often comes from saying too much. Simplicity creates alignment.

Step Four: Facilitate Ownership, Not Instructions

This is where the workshop becomes transformational.

Instead of telling your team how the vision will work, invite them into shaping it.

Ask questions like:

• “What would make this vision feel sustainable for you?”
• “What systems or rhythms would support peace as we grow?”
• “Where do you see opportunities we might be missing?”

This is where loyalty is built. Not because you demanded it—but because you created space for contribution. When people help build something, they protect it.

Step Five: Define Ownership Together

Now, instead of assigning roles, invite ownership.

Ask:

• “Where do you want to lean in this year?”
• “What kind of ownership feels aligned for you?”

Then name this clearly:

Ownership is not carrying everything.
Ownership is knowing what’s yours to hold—and what isn’t.

This is how you stop being the bottleneck.
This is how leadership gets lighter.

Step Six: Close With Honor

How you close this workshop matters. End by reinforcing their value—not just the vision.

You might say:
“This vision only works if it honors the people building it.”
“Your contributions matter here.”
“You are not replaceable.”

This is where peace settles in.

What This Workshop Actually Creates

When you lead a workshop this way, here’s what happens:

People feel safe.
Ideas surface.
Excellence becomes natural.
Loyalty grows—without force.

And most importantly:
You stop carrying the vision alone.

A Reflection for You as a Leader

I want to leave you with this:

Vision is not about convincing people to follow you. It’s about inviting them to belong.

And when belonging exists, buy-in follows.

Listen to the full episode Setting The Vision For 2026 With Your Team (Part 2) here.