top of page

Alignment in Practice – Tools and strategies to help achieve alignment.

herd of horses running together through river analogous to team alignment

In this our final instalment on the topic of alignment we are going all practical.

We’ve already talked about how important it is to develop a clear and compelling purpose, vision and mission statements to provide a shared sense of purpose and direction whilst inspiring your employees and stakeholders. Here's a step-by-step process to create them.

Vision Statement

Start by defining your organisation's core purpose. Why does it exist? What problems does it aim to solve? What value does it provide to customers or society?

Envision the Future

Imagine what your organisation should look like in the future. Think about your long-term goals and aspirations. Where do you want to be in 5, 10, or 20 years?

Focus on Impact

Describe the positive impact your organisation will have on the world or its industry when the vision is realised. How will it change lives or make a difference?

Be Ambitious

A vision statement should be ambitious but achievable. It should stretch your organisation's capabilities and push you to excel. Be a little out of reach, but doable in the long term.

Use Vivid Language

Paint a vivid picture of the future with descriptive and inspiring language. Make it emotionally resonant.

Share and Discuss

Share your vision statement with key stakeholders, including employees and leadership. Encourage discussions and feedback to refine the vision.

Make It Visible

Once finalized, prominently display your mission and vision statements in your workplace and on your website to remind everyone of your organisation's purpose and future goals.

Mission Statement

Identify Your Values

Determine the fundamental values and principles that guide your company's actions and decisions. What do you stand for, and what are your non-negotiable beliefs?

Consider Stakeholders

Think about the key stakeholders, such as customers, employees, and shareholders, and how your mission impacts them. Your mission should reflect their interests.

Keep It Concise

A mission statement should be concise and clear. Ideally, it should be one or two sentences that capture the essence of what your organisation does.

Avoid Jargon

Use simple and straightforward language. Avoid industry jargon or buzzwords. Your mission should be easily understood by anyone.

Inspire and Motivate

Your mission statement should be inspiring and motivating. It should convey the positive impact your organisation has.

Review and Refine

Share drafts of your purpose, vision & mission statements with key stakeholders and gather their input. Refine it based on their feedback until you have a statement that resonates with everyone.

Remember that these statements should not be written once and forgotten. They should serve as a compass, guiding your organisation's decisions, strategies, and actions. Consistently living by your mission and working toward your vision will help create a strong and aligned organisational culture.

Here are some of the tools and strategies to make the statements ‘live and breathe’ within the business and team.

  • Leadership Alignment - Ensure leadership is aligned and communicates a consistent message to the rest of the organisation. Remember the wider business to following your behaviours so its key your leadership (at whatever level in the business) are ‘Modelling the Way’.

  • Communication & Collaboration Tools - Utilize communication tools like Slack, Google Workspace, Microsoft Teams, or project management software to foster open and transparent communication among teams.

  • Regular Meetings - Hold regular team meetings where you talk about the purpose, vision and mission. In fact they should be fundamental to your meetings including one-on-ones, and cross-functional meetings. You want to ensure everyone is on the same page and can raise concerns or questions. Regular performance reviews to provide feedback, align individual goals with the organisation's objectives, and identify areas for improvement.

  • Feedback Loops - Establish feedback mechanisms for employees to voice concerns, share ideas, and offer suggestions for improvement. Conduct surveys to gauge employee satisfaction and engagement, which can help identify areas where alignment may be lacking. Using customer feedback and data to align products and services with customer needs and preferences is also vital.

  • OKRs & Key Performance Indicators (KPIs) - Define and track KPIs to measure progress and align everyone's efforts toward specific, measurable goals. Implement the OKR framework to set objectives and measurable results, ensuring alignment and focus on top priorities.

  • Continuous Improvement - Foster a culture of continuous improvement, where everyone is encouraged to find better ways to do things and align with evolving market conditions.

  • Training and Development - Invest in training and development programs to enhance employees' skills and ensure alignment with the company's growth.

  • Change Management Strategies - When implementing changes, use positive change management strategies to gain buy-in from employees and align their expectations with the new direction.

  • Cross-Functional and Diverse Teams - Encourage cross-functional teams to work together, promoting a holistic understanding of the business. Promote diversity and inclusion to ensure that all voices are heard and valued within the organisation.

  • Incentives and Rewards - Develop incentive programs that reward alignment with the company's goals and values.

With all these tools and strategies, we are aiming to empower employees to make decisions within their areas of responsibility, increasing their sense of ownership and alignment. Remember that alignment is an ongoing process that requires consistent effort and adaptability to changing circumstances. It's essential to involve employees at all levels and regularly assess the effectiveness of your alignment strategies.

As with many of the organisations I work with you might consider bringing in external consultants to provide an objective perspective and help identify alignment issues. I’d be happy to audit your business/team alignment just message and we’ll get on it.



bottom of page