Leadership Alignment Workshops

Individual leadership makes a difference, and the alignment of the leadership team is the difference that makes the difference in times of change and transformation. Misalignment in messages around strategy, culture, and execution priorities create confusion and mistrust across the team. Alignment from the top down and the middle management level is critical as they have the most day-to-day connection with the team. If they aren’t on the bus, the bus is likely to start veering off course.

Alignment can’t be assumed or intended, it must be backed up with consistent messages and behaviors across the leadership and management teams. Anything less than 100% alignment can result in sabotage! Working with leaders at all levels of the business, we focus in a few key areas:

Clarity of Direction

  • Clear mission (goals and ambitions) - what we aim to achieve in commercial or market position terms
  • Inspiring vision - what we want to ‘be’ and ‘be seen as’ by employees, customers, and the wider community / market
  • Clear strategy and focus - what we will focus on doing to achieve our mission, goals, and ambitions
  • Realistic view of current state - what we need to keep doing, start doing, and stop doing. Ensuring our goals and strategy are realistic in the context of what we need to change about the current situation
  • Enablers and roadblocks - what is currently helping us? What is hindering us? How difficult will the change be?

Belief & Desire

  • Honest assessment of each leader’s belief and desire for changes to direction and ways of working
  • Being aware of what could demotivate the team - hygiene factors and roadblocks to improve and remove
  • Focusing on what will engage and inspire the team - what to reward, recognize, and role-model
  • Awareness that positive intentions must be backed up by positive actions - what are you doing as a leader is what you’re judged on
  • Getting aligned - acting your way to a better way of thinking. Developing better habits as a leader


  • Clear plans of action for the team and the leaders
  • Clear plans to build capability and motivation to achieve the plan
  • Clear measures and metrics to ensure leaders and teams are doing what they said they would do
  • An operating rhythm maintain momentum around changes and new ways of working
  • Ensuring role modeling, messages, recognition, and reward supports the change

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