What’s happened to your leadership team? You have carefully chosen each member and empowered them to do great things. Yet, you aren’t getting the results you want.
Could it be that your team is out of alignment?
Telltale signs can include subpar performance, poor decision-making, executives at odds with each other, units working at cross purposes, and a rise in conflict.
How can you fix this?
Because if you don’t, your organization will reflect this at every level. Productivity, revenues, reputation – the list goes on.
First, understand that you must look at two kinds of alignment: strategic and cultural.
Strategic alignment is what is necessary for a team to operate well together in their goals and actions so that the organization’s agreed purpose and vision are met. I can tell if a leadership team is out of strategic alignment by having each member list out their internal and external initiatives and comparing these with the organizational vision and goals. If the team member’s initiatives don’t support the larger vision and goals, this means it is time to review and redirect. If this seems like your team’s challenge, it is an opportunity for teambuilding through conducting some actionable strategic realignment sessions.
Cultural alignment is met through team members’ commitment to shared attitudes, behaviors, and actions so that the organization’s values and principles are reinforced. When I work with leadership teams and detect unspoken conversations, silos, turf wars, and a hesitancy to make tough decisions in order to move forward, I know it’s time to revisit their mission, values, and team charter (their team values “in action,” or “group norms”). Most leadership teams have not taken the time to define their team charter so that they can enjoy a dynamic, shared culture. When I work with them to develop this, the positive cultural outcomes ripple throughout the entire organization.
Where do you detect that your leadership team may be out of alignment?
The rest of your enterprise is watching and will do likewise.
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Patti Cotton helps executives optimize their effectiveness in leading self, others, and the enterprise. Her areas of focus include confidence, leadership style, executive presence, effective communication, succession planning, and masterful execution. With over 25 years of leadership experience, both stateside and abroad, Patti works with individuals, teams, and organizations across industries, providing executive consulting, leadership development, succession planning, change management, and conflict resolution. She is also an experienced Fortune 500 speaker. For more information on how Patti Cotton can help you and your organization, click here.