that helps high growth companies grow 58% faster and be 72% more profitable by powerfully aligning organizational culture and key talent with business strategies.
We begin with a clear assessment of how well your culture and talent are aligned to your strategic priorities.
We help leaders identify and implement the critical actions that will have the greatest impact.
Organizational cultures exist by design or by default.
We help leaders successfully shape their culture to perform at their peak.
Less than 10% of well formulated strategies are effectively executed.
That's where we come in — to ensure your strategy is firing on all cylinders.
Organizational cultures exist by design or by default.
We help leaders successfully shape their culture to perform at their peak.
Business results depend on attracting, developing, engaging, and retaining the right talent in the right roles.
We help make talent matter.
We define organizational alignment as the optimum combination of business strategy, corporate culture, and talent to maximize health and performance.
If you are not getting the most out of what you have, think alignment. If your current performance is not where you want it to be, think alignment.
Getting aligned means configuring the critical elements of your company to optimize short- and long-term performance. Misaligned strategy, culture, and talent cause poor short-term performance and unsustainable long-term organizational health.
While most leaders believe culture to be extremely important for organizational performance, less than one-third report their corporate culture aligns with their business strategy. That is a big problem for companies looking to grow the top and bottom lines while retaining key clients and top talent.
LSA's organizational alignment research shows that highly aligned companies grow revenue 58% faster, are 72% more profitable and outperform unaligned companies in terms of:
Do not get fooled into making isolated strategy, culture, or talent moves that do not lead your company dramatically forward.
Neither talent, nor culture, nor strategy alone will produce the results you want. Organizational Alignment is the missing ingredient.
Educate Senior Leaders about the importance of organizational alignment and change
Assess the organization’s current
level of strategic, cultural and
talent alignment
Implement the critical actions defined for immediate impact on performance and organizational health
Good leaders start by creating a strategy that outlines clear and compelling choices about where to play and what actions to take. Done right, a successful strategic plan sets a company up to perform beyond the sum of its parts. When it comes to performance however, strategy is the beginning, not the end.
According to a recent IBM study, less than 10% of well formulated strategies are effectively executed.
Our own organizational alignment research found that strategic clarity accounts for 31% of the difference between high and low performing organizations.
For a strategy to make a true difference, it must be properly executed. That is where we come in. If you are like most of our clients, you have high aspirations and a promising future.
Now, you want to know the best moves to get you where you want to go.
So, while most agree that a sound strategic plan is imperative, most companies struggle to effectively cascade and execute their strategy throughout the organization.
For most fast growing and changing companies, we know that the greatest obstacles to success have little to do with the actual crafting of a winning strategy. When you look under the hood of many organizations (even ones that have a solid strategic plan), you find that they are not firing on all cylinders.
They are not performing at their peak. And their leaders have not created a high performance environment to get sustainable results now or in the future. They are not aligned.
Identify and articulate the critical few strategic actions and performance metrics that will make the biggest impact.
Implement and cascade strategic plans, actions and metrics throughout the organization.
Once your strategy is clear enough to act, it is time to understand, shape, and align your culture to best drive your key initiatives forward.
We define culture as how and why things truly get done in an organization. Culture can be measured by understanding the way people think, behave, spend their time, and work. This includes the known and unspoken values and assumptions that drive key business practices and behaviors — especially in leaders and in who they hire, fire, and promote.
Organizational culture is often set in large part by its founder. Your culture also represents what a new employee needs to learn to be "accepted as a member," and what makes the company "feel and act" like itself. While often invisible, organizational culture becomes very apparent when people act in ways that are deemed to be against accepted cultural norms.
Company cultures, regardless of their strength, progress and change over time. How leaders define and shape their corporate culture over time has become a critical variable in defining the success and failure of their strategies.
Many still mistakenly believe that culture is "soft HR-type stuff" that can be ignored because it does not have a quantifiable impact on performance. Successful organizations and leaders know better. They understand and leverage their culture to outperform their competition.
A recent Harvard Business School research report found that an effective culture can account for up to half of the differential in performance between organizations in the same industry. Our own organizational alignment research found that cultural factors account for 40% of the difference between high and low growth companies. This should be a powerful motivator.
Organizational cultures exist by design or by default. And, regardless of their origin, some strong cultures help companies perform (e.g., Southwest Airlines) and some strong cultures hurt performance (e.g., Enron). One thing is certain-as a leader, if you do not understand, shape, and align your culture and strategy, you are not performing at your peak.
Download The 3 Levels of a High Performing Culture Whitepaper
We identify the key moves to achieve maximum performance and long-term organizational health.
Our unparalleled network of elite specialists ensures that you get the best possible combination of thought leadership and expertise.
We measure our success based on your success and will put ourselves at risk to further your success.
Once your strategy is clear enough to act and you have shaped and aligned your high performance culture for that strategy, it is time to attract, develop, engage, and retain talent that fits your unique situation.
Organizations with higher capabilities in leadership and talent management outperform their peers in terms of profitable revenue growth.
Our own organization alignment research found that talent accounts for 29% of the difference between high and low performing organizations.
We define talent as the workforce that leaders build and manage to create a unique advantage their competitors cannot replicate. One good indicator of success is observing that people who are a good cultural fit are most likely to be high performers.
Top companies know that different talent contributes differently to every organization. Because of this, winning organizations make sure that their talent strategy aligns with their unique organizational culture and business strategy. Especially for companies that rely on their people to succeed, business results depend on designing and implementing the right talent strategy.
Our clients tell us that they are struggling with getting the right people with the right capabilities in key positions to consistently perform. They also speak of challenges with attracting, retaining, and developing their next generation of leaders.
With so many companies making talent moves that are not linked to or supported by their performance environment or strategy, these challenges are not surprising.
Download The Surprising Talent Management Recipe for Success
Design and implement state of the art processes to attract, hire and onboard top talent that aligns with your brand and strategy.
Identify, prioritize, and close key performance gaps to create
differentiated talent.
Centers of Excellence built by an unparalleled network of specialists to ensure the best possible combination of thought leadership, expertise, and results.
Explore real world results for clients like you striving to create higher performance
