Why your team doesn’t need another goal

Picture this:
A manager steps into a new role after a messy reorg.

They do what they’ve been taught to do — set clear goals.
Revenue targets. Sprint velocity. Customer retention rates.

The metrics are sharp. The dashboards are humming.
And yet, within weeks, something feels off.

People are checking boxes but not connecting dots.
They’re hitting numbers but missing meaning.
The team feels flat — like the energy drained out of the room.

That quiet gap between clarity and connection?
It’s one most leaders recognize.
It’s what happens when a team knows the goals but not the vision behind them.

The difference between goals and a shared vision

Goals define the results we’re responsible for.
A shared vision defines the team we want to become while achieving them.

Both matter.
But one without the other leaves the team lopsided, productive, but not inspired.

Most managers stop at business outcomes because that’s what’s measured.
The best teams go further, they connect those outcomes to a deeper sense of identity and purpose.

A shared vision says:

It’s a living picture of success that blends what we achieve with who we are while achieving it.

When leaders help their teams define that North Star — together — everything changes.
Meetings, 1:1s, feedback — all start to feel different.
Because people now know not just what winning looks like, but why it matters.

How to build your team’s North Star

Creating a shared vision isn’t about writing a slogan or hosting an offsite with colorful sticky notes.
It’s about sparking a conversation that helps your team see who they want to become — and why it matters.

When you lead that conversation well, the energy in the room shifts from compliance to commitment.
People stop talking about deadlines and start talking about identity.
They reconnect with what makes their work meaningful.

A real North Star blends the measurable with the meaningful.
It includes your business outcomes — but also names the values, behaviors, and relationships that make those outcomes possible.

When the team co-creates that vision, they don’t just chase results.
They own them.

Because the goal of leadership isn’t to hand people a perfect statement.
It’s to help them build one worth believing in.

When a team knows what winning looks like — in their own words — everything starts to click.
Meetings feel lighter.
Feedback lands better.
Even setbacks carry direction.

That’s the quiet power of a shared vision: it steadies people when the work gets hard.

Without it, teams drift into what Dr Richard Boyatzis calls the deficit cycle, always fixing problems, never building toward possibility.
With it, they operate from hope and purpose.

And you can feel the difference.
One team is surviving the grind.
The other is building something worth being part of.

So before your next planning cycle, ask yourself:

“Does my team knows what winning looks like, in their own words?“

Because the goals can wait.
The vision can’t.