Huh? Is that your mission statement? Cripes, could you be just a little less specific? Not much wonder you can't get your people to engage. They don't know what you do.
Here's the deal: if your mission statement isn't absolutely specific about what you do, how will your people ever know what TO do?
"But," you complain, "I'm just a manager. I don't have any say in the mission statement."
"Horse-pucky," I say. Develop a departmental or work-unit mission statement. Get your staff involved in writing their own mission statement. Get them real clear on what they're supposed to be doing and they will do it. And they will engage because you engaged them in finding their purpose.
Managers manage. They don't throw their hands up and say they don't have any power to change it. That's not managing. That's excusing.
No more excuses. Call a staff meeting for Friday at 10 in the morning and work for two hours to craft your departmental mission statement. If you can't get it done in two hours, then that's a sign that your department has no leadership. So, you won't be using the word "leadership" in your mission statement.
Advice: craft something. You can always revisit it at any time to smooth it out. But do something. It doesn't have to be perfect - it just needs to be something specific.
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