Any Organization, which knows where it wants to go and how to get there will get there faster. (James C. Collins & Jerry I. Porras, 1994). High performing organizations have vision and values that enable them to reach their goals much faster in the most appropriate way. It also creates a shared goal and purpose in the minds of team members(B.J Dik, et al., 2013; Carton, 2018). Silos are eliminated and highperformance organizations can be created (LaBonte, 2003). Most organizations realize the value of a Vision. It is often attributed as an essential leadership trait (Mackey, 1992).However, most organizations do not know how to define it. This paper sets a process to define an organizational vision. It also helps a leader shortlist and articulate the values of the organization. A vision will increase the speed and the motivation of people who work in the organization to achieve organizational goals. In this conceptual paper, two approaches to building a vision are discussed. Additionally, one approach to defining values is also shared. Theapproach discussed here could be applied to most small and medium organizations. It is also applicable to a vertical or a division of a large organization. This paper defines an approach that will enable leaders or facilitators to create a vision and define the value for an organization. This conceptual paper discusses an approach for HR Leaders and Consultants to facilitate and co-create organizational Vision and Values.