To achieve your organization’s goals, you need employees that are competent in their jobs, committed to the goals (believe in values and direction) and engaged to use their talents to achieve those goals.
When employees do not share the values of the organization, do not believe that they can/ should work toward the goals, or do not perform with the required activities (actions) to achieve their own required results, there is mis-alignment in the organization.
Signs of lack of alignment:
- People remain silent and don’t voice their opinions when you call for a decision/ input
- You are being surprised by the actions people take because they are inconsistent with the agreed-upon direction or core values
- You don’t see tangible progress on goals when by all rights you should be moving forward
- In meetings, people keep bringing up the issues that you thought were resolved
- People complain, make excuses, and blame others for lack of results
- You observe a lack of ownership and enthusiasm for implementing an established course of action
- People voice disagreement with a decision or a direction that has already been taken
The solution:
A company’s culture will not become aligned by itself. This change will take a concerted effort to brief alignment to the fundamental beliefs that employees (including managers) hold that prevents the change in behaviors to support the new direction. Here are the overall steps to the “Leadership Alignment Process.”
- Get consensus on direction and goals
- Build and communication the business case for the change and goals
- Communicate the required beliefs, values and activities to support the goals
- Recognize and reward those that become committed and engaged with the direction
-source, Partners in Leadership Culture Change model
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