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Are You A Visionary? 6 Traits Every Strong Vision Shares.


Are You A Visionary? 6 Traits Every Strong Vision Shares.

There’s a reason many of the most successful businesses in America – Apple, Amazon and others – had a visionary leader behind them, propelling them to achieve their goals at the highest level.

“A vision pushes people not just to do more, but to do more than they think they are capable of,” says Oleg Konovalov (, a global thought leader and consultant who has worked with Fortune 500 companies and is author of the new book Leaderology.

Yet, even though everyone does a lot of talking about the importance of vision, he says, it’s not easy to fully grasp just what it is.

“I’ve discussed vision with CEOs of big companies, serial entrepreneurs, creators of unique software, and many others,” Konovalov says. “Every single person with whom I have spoken viewed vision differently. But in the course of all these discussions I discovered that there were some properties of a strong vision that remained constant.”

Vision reflects the highest purpose of leadership. A leader’s vision should include actual benefits for those affected by the vision, such as employees, customers, the leaders themselves, employees’ families and society at large. “A main stimulus of vision is people and the care of their needs,” he says. “If a vision is not formed around people and their needs, then it is not vision but personal ambition.”

Vision doesn’t lead to dead ends. A vision is always scalable and should show multiple potentials for expansion, Konovalov says. “But to be able to scale the vision you should maintain an appropriate cognitive distance from it,” he says. “This allows you to see the broader picture while keeping the important details in sight. Stand too close and you see the details, but lose the whole picture. Stand too far away and you lose the important details from which the vision is created.”

Vision reveals a path to success. As you pursue your vision, watch for the signs and clues that will help lead you to success. “They will be easy to follow if the vision is strong,” Konovalov says. “Those signs are always around in different forms – words of encouragement, expressions of real need from strangers, and answers to critical questions coming from unexpected perspectives.” Paying attention to such signs helps people spot opportunities while crafting the most effective path to success, he says.

Vision means taking on responsibility. If you’re the person with a vision, you are taking on a responsibility that will have an impact on people’s lives.  “And the greater the vision is, the greater the responsibility,” Konovalov says. “But this huge responsibility also comes with incredible opportunities, the kind of opportunities available only to pioneers. It may be intimidating to take on all that responsibility, but it will reward you in return.”

Vision should be easy to understand. “Vision involves elegant thinking about complicated things,” Konovalov says. But that doesn’t mean the vision itself should be so complex that everyone is left puzzling over what you’re saying. Just the opposite. “Great vision is genuinely easy to understand,” he says. “The simpler the vision is in its core meaning, the easier it can be shared with employees, customers, and partners.”

Vision generates excitement. A person with a vision isn’t nonchalant about it. Strong vision is always accompanied by excitement. “Actually, vision is a strong emotion itself,” Konovalov says. “If someone tells you about his great vision and he sounds ho-hum about it, then most likely he is lying to himself and others. Such a person might have a goal, but they don’t have a vision.”

Vision is a great leadership ability and success instrument, Konovalov says.

“Vision defines and explains why and where effort should be focused,” he says. “And while vision is normally created by a single person, it quickly becomes the property of many, and that’s important.

“No one can accomplish something great on his or her own. Vision is what attracts the people needed to take what you want to accomplish and turn it into a reality.”


Oleg Konovalov ( is a thought leader, author, business educator and consultant with over 25 years of experience operating businesses and consulting Fortune 500 companies internationally. His latest book is Leaderology. His other books are Corporate Superpower, Organisational Anatomy and Hidden Russia. Konovalov received his doctoral degree from the Durham University Business School. He is a visiting lecturer at a number of business schools, a Forbes contributor and high in demand speaker at major conferences around the world.



The Workplace Blues: 5 Ways To Help Stressed-Out Employees

Problems with the emotional health of employees is costing employers up to $500 billion per year.  As a result, the global wellness market is growing nearly twice as fast as the global economy, according to the Global Wellness Institute (GWI).
For employers wondering whether their workers are stressed out and unhappy – and thus hurting the bottom line – the signs are everywhere.
Discontented employees are less likely to engage each other in conversation, relying instead on email. The absentee rate increases and production declines as workers call in sick more often. And, of course, eventually employees begin to search for a more emotionally stable place to work, leaving managers to constantly look for replacements.
“The employers who do not consider their employees’ emotional wellness are bound to suffer high turnover rates,” says Alex Zlatin, CEO of Maxim Software Systems, a dental-practice-management software company, and author of Responsible Dental Ownership(  “Employers who are not responding to those needs will feel a significant impact.”
Zlatin says there are many ways to change the company structure to accommodate employees who are feeling stressed out:
1. Review existing (or create new) core values, vision and purpose: These items often sound like flaky ways for big corporations to show their connection to clients. The reality is, if done right, these items are the pillars of every company.
2. Walk the Walk – Leadership’s role in corporate change begins when its leaders behave the way they expect their staff to behave. If one of your core values is “have integrity” and the leaders do not act with integrity consistently, they cannot expect it from their teams.
3. Invest in employees – Create a “game” room for staff. Explore team activities that are pure fun and are not specifically designed to “enhance teamwork”. Treat random employees to lunch.
4. Monitor client feedback. Are your clients happy? If they are not happy, is it because your employees are not happy? When client feedback starts heading south, it might be because your employees are not “smiling on the phone” and if they are, it feels and sounds fake. Client feedback is the canary in the coal mine that your employees are not happy.
5. Don’t let employees suffer in silence. To reduce and prevent burnout, employers need to create a workplace culture that encourages employees to raise their hands and ask for help.
“The pressures of today’s society are unlike anything we have seen before,” Zlatin says.  “These pressures don’t go away when a person goes to work.  If employers want to have happy, satisfied employees, it is important that they offer comprehensive emotional wellness programs.”
Alex Zlatin, the author of the book Responsible Dental Ownership (, had more than 10 years of management experience before he accepted the position of CEO of a company that makes a dental practice management software (Maxident).  His company helps struggling dental professionals take control of their practices and reach the next level of success with responsible leadership strategies.  He earned a B.Sc. in Technology Management at HIT in Israel and earned his MBA at Edinburgh Business School.