Align People with Strategy
Unless you have clearly articulated your business strategy and your employees understand and embrace it, your people, and your organization, are poised to under-perform. Our organizational alignment research found that the ability to align people with strategy accounts for up to 60% of the difference between high and low performing organizations in terms of:
Unclear Strategies Lead to Unclear Decisions and Disengaged Employees
Do not count your organization among the almost 70% of companies where the strategy is unknown or misunderstood by the employee population. Can everyone from your executive team to your front-line workers tell you simply why your business exists, what makes it unique and where it is headed? If not, you have some strategic clarity work to do.
The Consequences of a Misunderstood or Misaligned Strategy Are Real
A lack of a clear business strategy directly affects:
A clear corporate strategy guides how employee time should be spent. It helps in prioritizing. Without a well-known strategy and universally-accepted plan for action, everything slows down. If employees don’t know how what they do fits into the overall goals of the company, they are likely to work at cross purposes.
Each action they take should push toward the coordinated goals of the business. Teams that report high levels of disengagement or that work in unproductive silos are often clear warning signs of an unclear or mistrusted strategy.
With no clear guidelines on what matters most to the company’s future, decisions may take you in the wrong direction. If, for instance, your strategy is growth, a decision to spend resources on a improving cost controls may not be as wise as investing in sales, recruiting, on-boarding scaling internal systems.
3 Research-Backed Steps to Align People with Strategy
To outperform your peers, you must align people with strategy. Here are three research-backed tips about how to get your people lined up with the strategy so that your organization is pulling together in the intended direction:
Without a clear strategy, strategy execution is just wishful thinking.
You will know that your strategy is clear enough when the majority of employees can articulate it, are executing it, and believe that it makes sense. Until then, you have work to do if you want to fire on all cylinders.
To increase your chances for success, actively involve each each organizational level in the strategy design process as much as you can. At a minimum, get their feedback on the areas that are not sacrosanct and actively involve them in designing how their team will directly contribute.
The more you empower people to make the strategy their own, the more they will commit to its success. Do not be afraid to “go slow to go fast” when it comes to strategy design and involvement. It will pay off.
The right performance management system is more likely to encourage people to adopt the right actions and avoid doing the wrong things in the wrong ways. Let people know how the strategy is progressing and focus on inspiring them to help achieve what matters most together.
The Bottom Line
Your strategy must go through your people to be fully executed. If your people are not aligned with your strategy, your chances of meeting your strategic goals are diluted. Do your people understand, believe in, and fully commit to your key strategies?
To see if your strategy is clear enough for success, download 7 Proven Ways to Stress Test Your Strategy
4 Keys to Keeping Talent Up to Date
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VNUS Medical has been very pleased with the effective management development programs that LSA Global has delivered for us over the last four years. The programs have been universally facilitated by experienced and best in class instructors. The knowledge gained by our management team has been put into practice very quickly. VNUS is very happy to be working in partnership with LSA because they consistently deliver excellent programs that receive exceptional feedback from our management team.
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We partnered with LSA Global to help us invest in our people in the areas of performance coaching, diversity, and inclusion. They focused on helping us succeed and were very flexible in meeting our specific needs. LSA Global exceeded my expectations from a speed, quality, and value standpoint. I would recommend LSA Global to anyone looking for a true business partner.
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I am very impressed with the quality of work and talent. LSA did a great job of listening to my needs and providing the exact management training program expertise I needed to get the job done.
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Harmonic has worked with LSA for over 8 years. We have found their partnership extremely beneficial. We recently implemented a Management Development Program that was designed and customized to support our company’s strategic initiative of hiring, building, and retaining key intellectual property and human talent. We worked closely with LSA to target and implement the right solutions with the greatest impact. I would recommend LSA to any company that’s looking for a trusted training and development partner.
Director of Human Resources
LSA has become the gold standard in team building and management training at Genomic Health! I have a hard time finding facilitators that come close to their level of customization, expertise and experience.
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LSA helped us design and deliver a blended learning solution for our leaders to help drive our growth plans in a way that aligned with our specific culture and values. LSA understood our business, had deep expertise in the content areas, tailored the programs to fit our specific needs, and delivered great results. They constantly strive to deliver business impact and align their solutions with our business initiates, culture, and performance management systems. I highly recommend them to anyone looking to take their leaders to the next level.”
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Our company engaged LSA to do a specialized “train the trainer” program, and the consultant’s performance outdid our exceptionally high standards for such a program. Very crucial to the success of this program was the work done upfront to discuss our needs and to interview key members of our organization so that the program specifically met our goals. Our facilitators continue to comment on the success of the program. Thanks also for the follow-up.
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