Aligning your company is one of the highest ROI activities that you can do as a leader. Chances are, however, that alignment is not a top priority for your company (yet). Many leaders don't take alignment seriously at first because:
Unfortunately, unaddressed misalignment is expensive and risky for all types of businesses. Here are a few of the impacts that misalignment has on businesses:
In short, misalignment is expensive. Misalignment causes companies to waste money on projects and unfocused activities. It causes them to struggle to differentiate themselves to customers. It also causes them to lose their best people and sometimes even behave in unethical ways. This all would be tragic if there was nothing we could to about misalignment.
If you're experiencing these issues, you're likely facing misalignment within your company.
Managing alignment doesn't have to be expensive. Strong alignment can save your company money by increasing its focus. In tough times like these, survival depends on the ability to get more done with less.
Alignment management is a new field of management that addresses the issue of alignment. In the past, managers have focused on managing tasks and projects, and not the links between them. This creates a problem: the wrong outputs do not lead to the right outcomes.
In fact, the Project Management Institute (“PMI”) has recognized this problem. They now include strategic alignment as a pillar of their new definition for success. This new definition supplements the traditional “time, cost, and scope" factors for success. Yet, despite the PMI's new focus on strategic alignment, they are not prescriptive about its implementation.
Alignment management works by treating your business as a value chain. Within that value chain, each piece gets aligned to the company's purpose and the rest of the value chain. Misaligned elements are then either course corrected or eliminated. This process is ongoing and cyclical, ensuring your business remains positioned for success.
Alignment management provides a standard language and systematic approach for evaluating, measuring, and managing alignment. We do not prescribe specific best practices. Instead, we focus on an evidence-based approach to making decisions about alignment. These factors often include:
Alignment management treats every organization as a value chain, with four categories of components that can be aligned.
These components are: people, structure, culture, and processes. Alignment managers play a crucial role in deciding the right mix for these components.
Alignment management builds on years of research and practice in vast fields, including:
This research does not provide a set of best practices that companies can follow since every company is unique. Likewise, research into these disparate fields does not always result in consensus. There are many right solutions. We aim to distill the most important elements of alignment in an accessible format.
In addition to the alignable components of an organization, there are three factors of success for alignment management.
There is no one-size-fits-all approach to alignment or strategy. Instead, each business needs to select the right business and alignment strategy to fit their circumstances. Factors for determining fit include how well it fits the needs of customers and whether it fulfills the purpose of the company.
Structure determines how strategy executed. The context people work in is a determining factor in deciding how they perform and how they'll make decisions. Structure includes communication lines, organizational architecture, formal processes, and technology used (IT).
People are the driving force of progress within an organization. Every person comes to work with a different set of motivations. Some are extrinsic, such as pay, recognition, and career advancement. Others are intrinsic, such as fulfillment, enjoyment, and a sense of accomplishment.
Incentives influence behavior. If incentives don't align with the purpose of the organization (or its values), then behavior will also be misaligned. At best, wrong incentives can lead to poor performance and wasted opportunities. At worst, they can lead to lawsuits and PR disasters.
The rest of this guide is dedicated to the Alignment Management Methodology ("AMM"). AMM is an opinionated approach to the problem of alignment. It provides a framework for many innovation-centric businesses to manage alignment.
The Alignment Management Methodology is not for every type of company. We recommend this methodology only for companies that meet the following criteria:
Organizations that are stable and unchanging have alternative tools for alignment. We recommend reading Align by Jonathan Trevor for ideas on how to align stable and change-averse businesses.
Your organization’s purpose is enduring and perpetual; it rarely changes. By contrast, the rest of the value chain is constantly evolving. There are several reasons that a value chain may need to be adjusted, including:
We recommend every company have an alignment manager (or an Office of Alignment) that works directly with the executive team. This person supports the organization by ensuring each component of the company aligns. They ensure value eroding aspects of the organization are reduced or eliminated. They are responsible for increasing performance across the company through alignment.
Aligning an organization requires effective communication. The best strategy will create no value if it is not communicated on time. At the same time, the best of strategies align with reality. It's critical for functional managers and individual contributors to share their discoveries. Therefore, communication systems — and the silos that form around them — need to be in sync with your company’s alignment strategy.
Poorly managed silos hamper an organization’s ability to perform and react to change. This is caused by the low mean response time for new information to be acted on. As a result, alignment managers should ensure teams remain between 3 and 7 people in size, following the 3-max-7 rule.
Smaller teams are always more efficient, at the cost of lower total productivity. Teams greater than 7 people are exponentially less efficient. A 14 person team is 4.3x less efficient, despite only having 2x more people.
While individual teams can remain under 7 people in size, projects often cannot. Projects regularly span tens and hundreds of people. This conflict of priorities create a paradox. How do we complete large projects without spending too much time communicating or creating silos?
This is where the Alignment Management Methodology helps.
Start by creating the right context and architecture for aligned work to occur in. Alignment managers should work with individual teams to connect their execution to strategy. There are several tools they can use to create context, including:
To make this context actionable, capture this information in an accessible place. Don’t let this information live only in a few individual’s heads or in unstructured meeting minutes. Tools like Minsilo can help to improve the visibility of this context and connect it back to execution.
Alignment Managers also are critical to bridging people in an organization. They can help foster psychological safety and connect disconnected teams. Google found psychological safety as the number one contributor to their teams’ performance. This supports research in the field of behavioral psychology on rapport and trust-building in enabling effective collaboration.
People work better with people they know well. But, given the time investment required for rapport, Alignment Managers need to be strategic in how they connect people. There are a few ways to do this:
With the right approach, behavioral psychology can become a lever for organizational performance. Companies that master managing the way “people really work” dramatically outperform their competitors. They attract better talent, enable a growth mindset in their people, and improve employee engagement.
Importantly, the best practices for creating and managing alignment are not universal, but some common practices should help get your people working effectively.
"Discipline equals freedom" - Jocko Willink
Accountability is essential to performance. A lack of accountability is the result of poor leadership and organizational architecture. Fortunately, there are ways to systematically improve accountability, such as:
Clear goals and accountability shift contributors from thinking about what they need to do to why it matters. They create a culture of leadership and ownership. Alignment managers play a consultative role with teams. They help them set goals and performance measures that align with the organization.
In this guide, we took an opinionated approach to the challenge of alignment. We attempt to only provide universally valuable practices, but leave much of the implementation decisions up to you.
We encourage you to carefully consider your organization’s own needs. Any alignment effort will fail if it’s not congruent with the needs of your business. You cannot execute another company’s alignment strategy, because it is not relevant to the context of your business. Alignment strategy must be tailored to your business’ needs, even if the tools and frameworks used are similar to other companies.
Minsilo is designed from the ground up to provide a simple way for leaders to manage alignment. Connect day-to-day execution to company strategy, while shifting focus from output to outcomes.
These resources were instrumental in creating the methodology. We recommend checking them out.