We were hitting the numbers.
Customers weren’t complaining.
Team dynamics were solid.
From the outside, my JPMorgan Chase branch looked like it was thriving.
But I could feel it—we were stuck.
No energy. No breakthrough. Just… business as usual.
And then it hit me:
We had goals.
We had corporate messaging.
But we didn’t have a vision of our own.
There was no local identity. No ownership. No spark.
So we created one.
Not another target.
Not a motivational poster.
A shared, living, breathing vision.
“Be the branch that delivers the best customer experience—not just in banking, but in all of retail.”
It changed everything.
We stopped asking everyone to do everything.
Instead, we:
- Called out and used individual strengths
- Asked for help when it wasn’t our zone of genius
- Became a community resource instead of saying “no”
- Celebrated each other—often and out loud
- Used customer names more than seemed normal and smiled like we meant it
The energy shifted.
Culture lifted.
And the team owned their work in a whole new way.
Leadership Lesson:
Vision isn’t something you write once.
It’s something you live, localize, and reinforce.
Most leaders try to jump from awareness → behavior.
But behavior change doesn’t stick without belief.
And belief is built through vision—clear, compelling, and consistent.
If your team is doing well but not thriving…
If your culture is productive but flat…
It might not be a systems problem.
It might be a vision gap.
Curious—have you created a shared, team-owned vision where you lead? What happened when you did?
Let’s talk about building culture on purpose.
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