I talk a lot about alignment and balance. Without alignment or balance we see dysfunction and stress within the system. The wheel starts to wobble. From a business perspective, this may manifest as underperformance, complaints, declining revenue, low morale, a lack of empowerment and engagement, and the breakdown of key relationships inside and outside the organisation. But when everything aligns, success can seem almost effortless. We are in the flow.
During my recent lecturing work with the University of Cumbria, I have had plenty of opportunity to reflect on the importance of aligning strategy, culture and leadership, as my students explored Organisational Behaviour. This is far from being an academic issue though. I see the challenge of achieving this much-needed alignment day in and day out as I guide my coaching and mentoring clients.
Leaders are under intense pressure to embrace change – to improve and do things differently – to maintain and promote competitive success. As I discussed with clients at a recent strategy away day, standing still is not an option as ultimately this means sliding backwards as any success that has been achieved is eroded over time by competitive forces.
What does the issue of alignment look like in practice?
Perhaps Twitter is a useful example. A new strategy for world domination, a new leadership team to implement this ambitious strategy, but what about a new culture? Some would argue that the new strategy and leadership style is inconsistent with culture, evidenced by upset employees, declining advertising revenue and even significant disruption to its service. In January 2023, the Guardian’s headline read “Tears, blunders and chaos: inside Elon Musk’s Twitter”.
Many would equally argue that it would be unwise to write Twitter and Elon Musk off just yet. I’m inclined to agree. But what is certain, as Twitter navigates the turbulence, efforts will need to be made to bring back harmony and that all-important alignment between its strategy, leadership approach and culture.
And what of AI?
It is topical and I appreciate many are fed up with hearing about it! But, how do we hold back the tide of technological advancement and avoid sliding backwards competitively? Likewise, how do we embrace AI and preserve organisational cultures that value people?
But, having spent more than 15 years as an Insolvency Practitioner, I am acutely aware of what happens when leadership and strategy do not adapt to a changing world. Stagnation, decline, and ultimately death. The metaphor of the Zombie company says it all!
AI may be the latest topic that is exercising the minds of forward-thinking business leaders but it won’t be the last and it certainly isn’t the only factor that threatens harmony. The economy, environment, strikes, regulation, shortages of vital raw materials, shifting consumer habits, and the rise of popularism and nationalism across the globe, are powerful examples of factors creating turmoil and leading to the misalignment between strategies and cultures.
What is the answer to this conundrum?
Elon Musk would argue that it takes strong and determined leadership that is willing to make tough but necessary decisions. Again, I would have to agree. Leaders must embrace this turmoil as an opportunity for growth and not become paralysed by the fear of uncertainty and risk.
But, success will still be measured by the extent that those leaders ultimately find balance. Short-term survival may necessitate an intense focus on the needs of the organisation (I’m sure that is what Elon Musk would argue) but long-term success will be achieved through a transformation that is sustainable and balances the needs of the organisation, its customers (e.g. giving them the products or services they demand) and the needs of its people.
As well as being determined, I would also argue that leaders must practice integrity. Although strategy, approaches to leadership and culture may change, the values that underpin them shouldn’t. Values should remain the guiding star that Leaders follow. They must be courageous and walk the talk. As Brené Brown highlights when she defines integrity as “…choosing courage over comfort; choosing what is right over what is fun, fast, or easy; and choosing to practice our values rather than simply professing them. Today, I will choose courage over comfort.”
“…choosing courage over comfort; choosing what is right over what is fun, fast, or easy; and choosing to practice our values rather than simply professing them. Today, I will choose courage over comfort.”
As a final point to reflect on, perhaps when we look at AI and Elon Musk, it isn’t the need to change that worries us or the fact that this change necessitates strategy, culture and leadership adapting to this new world. Instead, it is the fact that we struggle to see how we can preserve the values that we hold sacrosanct and stay connected with people and the planet recognising these vital inter-dependencies. As Brené Brown would say, stay connected so we continue to “..derive sustenance and strength from the relationship”.
How can Lunesdale help?
We help leaders develop the skills, knowledge and emotional intelligence that achieves and maintains this all-important balance. That enables them to practice integrity, walk the talk and be courageous so that they can transform their organisations in a way that aligns with their values and those of the organisation and is sustainable.
So if you recognise that your wheel is wobbling and you are not sure how to find balance and align your leadership, strategy and culture, then come talk to us and we will guide you on an amazing journey of personal discovery that we guarantee will transform your leadership and the success of your organisation.