Wheatley argues that one must “get the vision off the walls and into the halls.” She claims that people are often trapped by a mechanical view of vision, one that is limited to only a directional component of vision. She argues that vision should be viewed as a field that touches every employee differently and is filled with eddies and flux and shifting patterns. This view emphasizes the need to understand how each individual “sees” or “feels” the vision. As Beach says, “Each member of the organization has his or her own vision.” Somehow, these individual visions need to be combined into an overall sense of purpose for the organization. The active engagement and involvement of employees in the development, communication, and enactment of the vision for change is a strategy that has been effectively used to advance the creation of a shared sense of purpose.100 Twenty-six centuries ago, Lao Tzu observed that “the best change is what the people think they did themselves.”
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