When groups energetically align in business or on any team, it has a fractal like affect on the entire organization, assisting it to achieve its goals and aspirations. To realize these affects requires the leaders (including the CEO and board) to start first, so the culture is transformed. Once the leadership team is aligned, the patterns within the company start to change and reverberate throughout the organization.
Here’s a graphic example of what we’re describing. The first chart describes a typical organization of leaders. The compass represents the people in these positions. The arrows represent where they’re aligned vs. the established goals. Another way to put it, are they coherent with them? As you can see, none of them are completely aligned with the goals of the company. This is not unusual for teams. Everyone may say they’re on board for some goal,
but intuitively you can feel that there’s disagreement. It’s tangible and felt by leaders who then try to inspire other to accept their vision. When there isn’t alignment, the end-product the customer sees can at times get muddled and not what the board and CEO intended for the product. Then expensive research is conducted to see what happened. CEOs and executives routinely comment about how their organizations feel like a layer of clay has formed between the leaders and the remainder of the people. It’s another example of a company that’s not aligned.
Chart two describes what happens when a team starts doing energetic work using the Alignment Process. While alignment isn’t perfect, it’s close. Why isn’t it perfect? Because humans, in a fractal like way, are always changing and evolving energetically. Which is a strength to be harnessed and celebrated. Thriving companies know this is a key reason why diversity is imperative. Because as new ideas, cultures, beliefs, and desires merge, the collaborative energies create something new and glorious. Businesses that insist on employees fitting into a certain mold, get predictive results and magical breakthroughs are harder to discover.
Another way of thinking about alignment is described in sophisticated branding strategies today. When firms clearly define their brand and align it consistently with everything they do, the employees are aligned, the customers get it and it makes for a successful way of connecting with people. The Alignment Process escalates this concept and tangibly brings teams together. Those they don’t align with the company’s intended brand or direction, go away on their own. They’re no longer energetically a match and it doesn’t feel right anymore. In fact, sometimes if feels down right chaotic.
The clearer companies get aligned, they, in turn, attract the type of people that are of “like-mind” and the organization just gets stronger. Of course, they attract the same “like-minded” customers too. Making for a win-win for the company and its customers.
How We Work With Teams
- The Alignment Process works best when all executive members, including the CEO are included
- We’ve found it’s optimal to work with groups no larger than 18 people
- Because alignment takes time, we establish a retainer modified to fit each company’s individual situation
- If you’d like more information, please contact us