Below is my idea of what can happen when you lead with systems. It’s funny how people behave when they can visualize and get behind your vision.

Alignment Tools & Meetings

Below you will find a list of Alignment Tools.  These are materials that help ensure everyone is working towards the same goals and objectives.

Strategic Alignment:  Big Picture Planning

Vision, Mission, Values

• Who you are / Where you are going
• How you are going to get there
• Company guidelines to empower decision making
• Used as a tool (so much it becomes embedded in the company DNA)

5-Year Goal

• Think big
• Specific picture
• Belief

3-Year Goal

• Aligned with 5-year goal / Guidepost
• Specific
• Belief

Annual Solid Intention (1-Year Goal)

• Valuable, attainable, measurable, committed to memory, burning desire
• Guidepost goals
• The game/Goal (keep score, post the score, share the win)
• Teach team how to win
• Used to prioritize issues list

Knowing Your Customer / Competition

• Define your target market
• Competitive differentiators

Tactical Alignment:  In-the-weeds Implementation

90-Day Rocks

• Path toward solid intention
• Priorities listing
• Reviewed / Modified at executive team meetings

Weekly Action Plans

• From the executive team meeting notes
• Results are a must / Exceptions require early notice and reasons
• Communicated to team via executive team member representative

Executive Team / Executive Team Meetings

• Department “Leaders” (own the process and results)
• Weekly meetings / Monthly meetings / Quarterly 90-day plan reviews
• Prioritize issues list
• Action steps assigned to individuals / Accountable for completion
• Written notes / Executive team binders
• Leadership training

Issues List

• Comprehensive listing of every issue standing between where you are and where you want to be
• Prioritized
• Reviewed / Strategized at monthly executive team meetings

Team Alignment:  the Right People in the Right Positions

Accountability Chart – Sales, Operations, Administration, Integrator, Visionary (only one name per box)

• Includes specific areas of responsibility
• Used for accountability / Action steps assignment
• Flat as practical
• Used for Communication (between executive team and the team, and from the team to the executive team)
• Appeals to integrator (who uses discretion)

(More than) Job Descriptions

• Must be aligned with vision, mission, values
• They have to “get it”
• They have to “want it”
• They have to have the “capacity”
• No square pegs in round holes

Systems (for all major functions)

• Documented
• Trained
• Accountability
• SOP Development (continuous improvement)

Motivation:  Making Progress Towards a Common Goal

CEO Briefings – Monthly Letter to the Team (and all stakeholders)

• Report on executive team initiatives
• Introduce new team members
• Reinforce the vision, mission, values (highlight specific achievements)
• Updates on the game/Goal (the score, what we are doing well, what we can do better to help us win)
• SOP Training (monthly tip)

The Great Bullpen – Monthly Team Meeting

• After-hours / Food provided
• Compare behavior (actions) to vision, mission, values; when not congruent, agree to change the statements or the behavior (no head-shakes; total candor)
• Our current condition / Where are we at right now?
• Leadership briefing
• Leadership training / SOP training / Team-building exercise
• Game/Goal update
• Awards

Sharing of Success:

Share in team success stories and thank you statements among team members

Apply the tools and Align Your Team Today!

There you have it!  This is a very comprehensive outline you can use for success in your company.  If you would like guidance and assistance implementing a more robust culture of leadership experience, check out the tools and resources we have available or our offerings for business leaders.

I bet you can!
Jeff