Organizational Alignment: Performance & Well-Being

Organizational Alignment

 

Individual agendas interfere with businesses achieving organizational alignment.

Are you experiencing unproductive patterns of thinking, feeling, and behaving at the individual, team, and management level? It’s time to bring your organization into alignment.

Every organization faces a delicate balancing act: How do you align the objectives of the organization with the capabilities of the management team and the needs of the employees, while taking care of your customers?

It’s the most common question we confront working with hundreds of organizations. Helping them achieve the positive business results and a cultural sense of well-being.

Integral Advisors works with businesses to create healthy, successful environments. Like a chiropractor making adjustments to a spine, Integral Advisors will assess the health of your entire organization. We will make adjustments to improve performance and strengthen your business culture. Proper alignment results in a balanced healthy work environment.

Below are fundamentals of effective strategic planning, team building and leadership development, so as a leader in your organization, you can begin your journey to alignment, the foundation of a well-run, high-functioning organization with happy, productive employees, and happy, satisfied customers.

Where there’s organizational alignment, businesses thrive. The work gets done and employees feel good.

Businesses without organizational alignment are stuck. The work doesn’t get done and employees feel dissatisfied and irritable.

Aligning your organization

Businesses can use three main tools to create organization alignment:

  • Strategic Business Planning
  • Workplace Team Building
  • Leadership Business Development

In the simplest terms, businesses that seek alignment need to:

  • Know where they are today and where they are going; they need a vision — and a plan to achieve that vision.
  • Have a management team that can get along and lead the organization toward that vision by executing the plan; management and employees must have a shared sense of trust, respect and collaboration.
  • Ensure that all employees feel valued and excited about coming to work; they need genuine growth opportunities and recognition.

In addition, the balancing act is easy to understand but hard to attain.

Barriers to alignment

Subsequently, most organizations lack alignment because they make one (and usually both) of the following mistakes:

  • Focusing too much on one of the three areas (strategic planning, team building or leadership development) to the exclusion of the others. Rather than treating them as an integrated whole.
  • Treating organizational alignment as an event rather than an ongoing process.

As a result, the first mistake called the “balloon syndrome”: When you squeeze a balloon in one area, the air (i.e., the problem) pops out somewhere else. Therefore, a team issue turns out to be an unresolved strategic direction and leadership issue.

In conclusion, the second mistake results in a lack of persistence and consistency — a lack of “constancy to purpose.” Furthermore, annual or sporadic attempts to address organizational alignment fail, in many cases causing more harm than good. Consequently, the organization’s illusion of change and it’s raising hopes are ultimately dashed as leadership’s attention wanes.