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Executive Alignment

Executive AlignmentIt's often been said that when it comes to business strategy the hardest part isn't the analysis and planning. It's the execution.

The reasons are many. For one thing, people in companies are often unclear, confused or just plain ignorant about what the strategy is, or what the key strategic goals are. Even when the strategy has been well communicated and is widely understood commitment to it may vary greatly from one person to another or be lacking altogether. Sometimes, the best strategic intentions simply evaporate in the heat of battle.

Why Does It Matter?

Organizations are means for achieving results that individuals acting alone cannot achieve. To be more than a set of disconnected individuals, an organization must attain some degree of alignment among its members regarding: 

  • The strategic goals it is committed to pursuing
  • The methods the organization intends to use to achieve those goals

When alignment is weak, people wind up working at cross-purposes and actions become less effective. Morale and productivity diminish over time and the organization becomes competitively vulnerable. But when alignment is strong, people feel a clear and shared sense of purpose, energy and inspiration run high, and both individual and team effectiveness increase.

To decide on a meaningful strategy that people will wholeheartedly implement, leaders must learn where alignment is strong and where it is variable or weak. That's where we come in.

How We Work

Our Executive Alignment Process begins with one-on-one executive team interviews. We ask team members to identify strategic goals and the factors-both external and internal to the organization-that hinder or facilitate the achievement of those goals. 

Then a survey is created that: 

  • Determines which goals are widely held among group members and which are not 
  • Quantifies individual commitment to strategic goals 
  • Identifies the conditions that are required for effective implementation of the strategy 
  • Measures how well executive team members work together

Once the survey has been administered to team members and the results have been analyzed, we facilitate an executive team feedback meeting that is designed to: 

  • Identify areas of high, low and variable commitment to strategic goals 
  • Rally the team around areas of strong commitment 
  • Explore the underlying causes of variable commitment to strategic goals 
  • Assess the team's willingness to work to increase alignment

The Executive Alignment Process is not just for executive groups and strategy implementation. It can be used with all levels of an organization and for any situation that requires a group to take a complex set of actions. Moreover, it is very useful in bringing different organizations together in mergers or acquisitions, and has even been used to forge stronger alliances between executives in provider organizations and their counterparts in client or customer organizations.

For more information about our Executive Alignment process call 978-283-5403 or send an email to info@performancemeasures.com.

     

  
Performance Measurement Associates, Inc.
978.283.5408
info@performancemeasures.com

Copyright 2001 [Performance Measurement Associates, Inc.]. All rights reserved.
Revised: October 21, 2005