3 Steps to Achieve Team Buy-In

A reader submitted this question: “What are some effective strategies to get your team “buy-in” on your vision?”

How to Achieve Team Buy-In

Having a clear vision, mission, and values are instrumental to achieve team buy-in. They’re part of the process. As a leader, you’ll find yourself repeating these steps as your team changes and you face new challenges together.

1. Be Clear

The vision and mission need to be clear for your team to buy-in or be all-in.

• Where are you going?
• Why are you going there?
• How will you get there?

For your team to buy-in, your answers need to be simple to understand. Can your mission fit in a Tweet or social bio? 😉 Both of these require being clear and concise.

Include your company vision, mission, and values on your about page and in your job descriptions. This helps filter and attract team members who believe in your vision and want to be a part of the mission.

Previously, when I led approximately 20 team members, my team vision was for them to move forward in their career (WHERE) to better support their dreams and families (WHY). This was made possible by excelling in their role (HOW) to be eligible for promotions or receive performance pay increases.

2. Be Intentional

Regardless of our age, behavior is better caught than taught. In order for your team to believe in your vision and trust you, you must lead by example.

Each and every choice you make in your business and for your team needs to align with and support your mission and values.

When you are a leader your choices are no longer yours alone. Intentionality is required because your choices impact your team and those around you.

I’m very decisive and like to get started. However, when I’m responsible for others I have to pause and think about the impact and possible repercussions of my choices. This was a challenge for me and a lesson I had to repeat multiple times.

3. Be Accountable

Reinforce buy-in by acknowledging team members who practice the values to achieve the mission. Thank them for their contributions. Recognize and celebrate their accomplishments. 

Include your team in discussions of the mission and values. What goals or projects will support the advancement of the mission? How can processes be refined to better support the mission? When your team is included in discussions there is a greater sense of ownership. People are invested in what they help build.

If you are facing pushback from team members who don’t buy-in, talk with them privately.

• Discuss whether the vision is important to them. Find out why or why not.
• Discuss their role in achieving the mission and what they are responsible for.
• Discuss what happens if they don’t buy into the mission. This is the part where most leaders shy away because they are afraid of tough discussions or “confrontation”. However, I encourage you to reframe it. Having tough discussions is a service because you want them to do well and don’t want negative outcomes to be a surprise. This places the ball in their court to make the choices for the outcome they desire.

For team members who choose not to buy-in to the vision, let them go. Forcing people to buy-in is a waste of time. It creates resentment, poor performance, and leaves a negative impact on company culture. Instead, encourage them to go where they do want to be ‘all-in” for a mission for which they’re passionate.

Need support achieving team buy-in? Let’s chat to see what steps you can take for your team.