When leaders are trying to create new behaviors in their teams and in their organizations, they typically default to one of two things. Many will try to define and redefine things like Vision, Mission, and Values that create an emotional connection between the individual and the organization. The problem is these statements are too abstract to drive real alignment and behavior change as it is difficult to find anything that does not ladder up to them.
On the other hand, leaders focus on laying out detailed strategies about what they are going to do next. These are usually too short-term and predictable to truly change the way your team operates.
In this video, Peter Sheahan explains why it is important that leaders develop a leadership aspiration that provides a clear understanding of how their organization will be different over the next 2-5 years because of the current leadership team.