When the teams at the top are not aligned, everyone suffers.

Without alignment at the top, employees can’t drive a high-performing business.

Board members and executive teams often diverge in their perspectives about the future and may not agree on the pace of progress. Maintaining alignment is fragile, and a continuous challenge.

Executive Alignment

Challenges in Creating Executive Alignment

Better:

Customer/Market focus by using outside-in data to support your vision and strategy

Planning and prioritization at the organizational level

Agreement and focus on your most credible threats

Use of high-priced meeting time with the Executive Team and Board of Directors

Faster:

Execution on the organization’s Top 3 Can’t Miss Priorities

Decision making on capital expenditures and competitive maneuvers

Mid-course corrections in the business to ensure timely results

Acceptance of key organizational change initiatives

Easier:

Resolution of customer related problems by embracing healthy tension

Talent decisions about who is committed, and who is not committed

To take time off without worrying about the business

Adoption of innovative ideas with less friction amongst teams

Achieve Executive Alignment

Team Alignment

Challenges in Creating Team Alignment

Better:

Follow-through on project commitments

Sharing of key resources to accomplish important work

Consistency in managers rewarding the right behaviors

Use of team meeting time

Faster:

Execution on team commitments in the operating plan

Problem solving and decision-making around critical challenges

Communication about progress on your Can’t Miss Priorities

Acceptance of innovative ideas and approaches

Easier:

Development of team performance by embracing healthy tension

Acceptance of new ideas in solving difficult problems

Conversations about high potential talent

Development of critical talent through meaningful stretch assignments

Achieve Team Alignment

Organizational Alignment

Challenges in Creating Organizational Alignment

Better:

Commitment to the company’s purpose and values

Consistency in managers rewarding the right behaviors

Performance consistency across all employees

Use of company meeting time

Faster:

Buy-in to company strategy and direction

Buy-in to personal growth opportunities

Influence of those who want to support the company direction

Acceptance of innovative ideas and approaches

Easier:

Paths to creativity by embracing healthy tension across teams

Acceptance of new ideas in solving difficult problems

Agreement on clear roles, responsibilities, and critical hand-offs

For employees to offer their discretionary effort

Achieve Organizational Alignment through

Manager and Hi-potential Alignment Retreat

Purpose and Core Values Alignment

Public Scorecard Prep and Review

Communication Protocol Planning

Connecting Performance Goals with the Business and External Customers

Cart

When the teams at the top are not aligned, everyone suffers.

Without alignment at the top, employees can’t drive a high-performing business.

Board members and executive teams often diverge in their perspectives about the future and may not agree on the pace of progress. Maintaining alignment is fragile, and a continuous challenge.

Executive Alignment

Challenges in Creating Executive Alignment

Better:

Customer/Market focus by using outside-in data to support your vision and strategy

Planning and prioritization at the organizational level

Agreement and focus on your most credible threats

Use of high-priced meeting time with the Executive Team and Board of Directors

Faster:

Execution on the organization’s Top 3 Can’t Miss Priorities

Decision making on capital expenditures and competitive maneuvers

Mid-course corrections in the business to ensure timely results

Acceptance of key organizational change initiatives

Easier:

Resolution of customer related problems by embracing healthy tension

Talent decisions about who is committed, and who is not committed

To take time off without worrying about the business

Adoption of innovative ideas with less friction amongst teams

Achieve Executive Alignment

Leadership Alignment Retreats

Executive Team Coaching

Strategic Planning

Board Vision and Alignment Coaching

External Advisory Councils

Team Alignment

Challenges in Creating Team Alignment

Better:

Follow-through on project commitments

Sharing of key resources to accomplish important work

Consistency in managers rewarding the right behaviors

Use of team meeting time

Faster:

Execution on team commitments in the operating plan

Problem solving and decision-making around critical challenges

Communication about progress on your Can’t Miss Priorities

Acceptance of innovative ideas and approaches

Easier:

Development of team performance by embracing healthy tension

Acceptance of new ideas in solving difficult problems

Conversations about high potential talent

Development of critical talent through meaningful stretch assignments

Achieve Team Alignment

Leadership Alignment Retreats

Strategic Planning

Development Plan Coaching

Organizational Alignment

Challenges in Creating Organizational Alignment

Achieve Organizational Alignment

Better:

Commitment to the company’s purpose and values

Consistency in managers rewarding the right behaviors

Performance consistency across all employees

Use of company meeting time

Faster:

Buy-in to company strategy and direction

Buy-in to personal growth opportunities

Influence of those who want to support the company direction

Acceptance of innovative ideas and approaches

Easier:

Paths to creativity by embracing healthy tension across teams

Acceptance of new ideas in solving difficult problems

Agreement on clear roles, responsibilities, and critical hand-offs

For employees to offer their discretionary effort

Achieve Organizational Alignment through

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