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How to Align Individual, Team, and Organizational Goals for Success

Alignment
Mission / Vision / Charter
Goal Setting
Internal Communication
Sharing The Vision
Motivation

29 December, 2021

Daniel Fonseca
Daniel Fonseca

Product Operations Manager at Orion Lighting

Daniel Fonseca, Product Operations Manager at Orion Lighting, shares how he aligned the organization's values and vision to his team members.

When There Is No Trust, There Can Be No Collaboration

Clarity is key when looking to align a team.

Managers constantly have to ensure the team is clear about the goals they want to achieve. Part of that is also making sure that the roles inside a group are well defined. Each individual in a team should be aware of their roles and responsibilities, and decisions that each is responsible for throughout a process. Once you have made sure of the purpose of the roles, the next step would be to discuss accountability.

Accountability can be a decisive factor and a big roadblock when you are looking to create a high performance team. This is when building trust and collaboration comes in. If there is no trust between the manager and the team members, collaboration and accountability can never occur. The question arises, how can we be more open and collaborative in order to perform at the highest level?

Align, Communicate, Build and Stay Motivated

Team members have to understand their responsibilities and be aware that their team leader is going to hold them accountable against these. When this alignment happens, all members and leaders have to communicate crealy to confirm they are all on the same page. Managers also need to be open from their point of view. Perhaps seeking out someone who does not have the same viewpoint would help them perceive their side of the situation — being a good listener and asking questions in the process does the trick.

After setting clear expectations and goals, make sure that your team aligns with the organization's vision. If the team feels that their manager has a different purpose than the organization, they are likely to feel disconnected and disoriented about why their team is not aligned with the same values.

Moving forward, it is crucial to keep track of the progress. Tracking such deliverables would make it easier to hold teams accountable for those. As a leader make sure you keep the next four items as priorities when looking to improve your team performance: alignment, communication, building team collaboration, and how to keep the high-performing team motivated.

Why It's Important to Align Organizational, Team, and Employee Goals

  • Even if one member of your team is not on the same page, the consequence would be that they might derail the whole purpose and objectives. The openness and feeling of trust are fundamental, where people can ask questions and have a back and forth conversation is critical.
  • Some members would be excited about it when you start building a team, while others might have realistic expectations. Your objective should be to align them on the purpose of the organization and how it aligns with your team’s purpose.
  • Conflicts would always occur, and avoiding those could have the worst consequences. Instead, prepare your team accordingly, and communicate openly when any dispute takes place.

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