Five Key Components of Google’s Vision Framework

For as long as I can remember, Google has consistently made the list of the best places to work.  They often rank in the top 10.  That’s impressive.  What’s even more impressive is they openly share how they do it.  rework.withgoogle.com is a collection of free research, best practices and ideas to help make your business awesome.  A bunch of this stuff is working its way in The Mozaic culture.  Today, I spent some time to understand the five key components of Google’s Vision Framework.

The Five Components of Google's Vision Framework

Purpose.  This is why your team exists.  You can read about The Mozaic’s why here.

Core Values.  These are your deeply held beliefs.  I haven’t written about our core values yet, but you can find them on our website here.

Mission.  What you’re trying to achieve.  The Mozaic’s mission is to find the world’s most passionate entrepreneurs and to work with them to create some truly amazing businesses.

Strategy.  This is how you’re going to achieve your mission.  The Mozaic has a lot of work to do on this front.

Goals.  Break your strategy down into bite-sized goals.  I love building momentum within an organization.  A steady flow of small, constant victories is a great way to do that.

All of these components feed into your vision.  Make it big.  The Mozaic’s vision is to be a billion dollar valuation company by 2030.  We’re working hard on building the foundation that will get us there.  Hopefully sooner than 2030.

2 thoughts on “Five Key Components of Google’s Vision Framework”

  1. Great companies do have these five components. The purpose brings meaning to the work that has to be done. The core values are like the roots of the tree. When the roots are strong and healthy the entire tree stands in splendor. Very often values remain in corporate brochures and walls. Its critical that the values are brought down to corporate behaviors. All decisions are guided by these values. Mission provides the focus for the company. Strategies are the ones that takes the most time but it has to be done through consensus otherwise there will be no buy in. Goals offers the organization opportunities for small wins and encouragement.

    1. I agree it’s totally about behavior. That’s why sentences on the wall are not enough – but definitely a good start! I’ll be spending more time about how to build behavior within a company in later blog posts.

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