The Vision Unifier

“You must be honest with yourself. All through scripture the question is asked, 'What do you want of me?' Some wanted to see, others to eat, and still others wanted to be made straight, or 'That my child live.' Your dimensionally larger self speaks to you through the language of desire. Do not deceive yourself.”
— Neville Goddard


"What does our future success feel like—and how can we act from that today?"

🔍 Why This Question Is So Difficult—And So Necessary
Desire is often unspoken—not because it’s weak, but because it’s sacred. It requires courage to name what truly matters.

For individuals, it’s hard. For teams? It’s even harder.

Here’s why:

• Leaders want alignment and momentum—but often hide their truest hopes behind vanity metrics and accounting spreadsheets.

• Teammates want impact—but fear their vision won’t be accepted or understood.

• Groups agree on outcomes—but not the feeling of success.

And that quiet misalignment? It slowly erodes energy, trust, and clarity.So Neville’s warning is critical: “Do not deceive yourself.”

This isn’t just about declaring a goal. It’s about creating the emotional honesty and shared courage to ask: “What do we really want—and how do we know when we’re living it?”

🧭 Step 1: Start with Radical Honesty—What Do You Really Want?
Before unifying as a team, you must start with individual desire.

Ask each team member privately:

• “If I could drop the pressure to impress, what would I say I truly want to experience here?”

• “What kind of success would move me, not just promote me?”

🧠 Goddard says your dimensionally larger self speaks through desire. Pretending you want less than you do is spiritual stagnation—and strategic failure.

💬 Step 2: Translate Desire into Shared Emotional Vision
Bring the team together. Facilitate this prompt:

“Imagine it’s one year from now. We’ve experienced our most meaningful success. What does it feel like?”

Capture emotional truth:

• “We feel unified, powerful, and purposeful.”

• “We’re finally working at the level we were made for.”

• “It feels bold, creative, and deeply useful.”

Build this into your Vision That Feels Statement—your new internal compass.Not just a plan.A felt destination.

⚙️ Step 3: Behave from the Future
Now ask:

“How do we behave today as if that future is already true?”

Map feelings into real actions:

🛠 These behaviors are your pre-revenue metrics.
They’re what build the culture that creates results.

🧭 Step 4: Recalibrate When Friction Hits
When momentum stalls or friction appears, ask:

1. Are we still clear on what our future feels like?

2. Where are we off course emotionally?

3. What action would re-align us right now?

This isn’t woo-woo. It’s preventative maintenance for your mission.

⚡ Step 5: When Visions Conflict, Zoom Out
Sometimes teams pull in different directions.

Instead of forcing consensus, search for the root desire beneath the vision:

• What impact are we all hungry to create?

• What emotional experience do we all crave?

Design a layered vision that honors shared intent while respecting diverse expression.
📊 Final Thought: If Not the P&L, Then What Do We Measure?
“What you desire, that you have.” — Neville Goddard

For most companies, the P&L is the sacred scoreboard. But here’s the truth: By the time results show up in the spreadsheet, they’re already downstream.

If you only measure profit, you’ll miss:

• The behavioral shifts that created it

• The emotional state that sustained it

• The culture that made it repeatable

So ask:

• Are we behaving from our future vision?

• Are we living in alignment with what we said we wanted?

• Are we building energy, or burning it?

These are your real metrics of future success.
They may not fit in a spreadsheet—but they shape every cell inside it.

So ask your team, fully and fearlessly:

“What does our future success feel like—and how can we act from that today?”
Because when your team stops pretending, starts desiring, and begins behaving from the end—

📈 You won’t just measure the future.
You’ll start multiplying it.